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The aims of this paper is to establish an appropriate physical-change-based renewal (PCBR) projects selection mechanism capable of selecting the combination of the PCBR projects that can make up an integrated urban renewal program in high-density cities.

The research design follows a sequential integrated methodology that combines the calculation algorithms of Fuzzy Analytic Network Process (Fuzzy-ANP) with Zero-One Goal Programming (ZOGP) to support decisions for the selection of PCBR projects. In the first phase, general criteria for assessing the sustainability performance of PCBR projects were collected from relevant literature. In the second phase, the Fuzzy-ANP was used to identify the priority weights of the candidate projects through clarifying the interdependent degree between the criteria and candidate projects. Finally, ZOGP method was selected as a predetermined number of PCBR projects among candidate projects.

The feasibility and effectiveness of this hybrid approach is then verified in a case study of Yuzhong District, Chongqing in China. The results of this study indicate that the integrated method is capable of directing the decision maker toward the best compromising solution of PCBR program that can achieve the maximization of sustainable benefits and allocate limited resources most efficiently.

The novelty of this paper consists in combining the algorithms of the Fuzzy-ANP method with those of the ZOGP model that serves as an effective analysis tool to address practical decision problems. This is the first hybrid algorithms to make PCBR projects selection decision that reach the maximization of the sustainable benefits, both in economic and socio-environmental terms.

This study aims to explore the relationships between career competencies and job search self-efficacy via the serial multiple mediation effect of career adaptability and self-perceived employability within multiple theoretical frameworks.

This study adopts a cross-sectional design to collect data at a specific point in time and employs self-report questionnaires to collect data from participants. In total, 302 students from the “management and organization department” in a vocational school of a public university completed the survey forms. To test the hypothesized model, a serial multiple mediation analysis was performed using structural equation modeling (SEM) via SPSS (Statistical Package for Social Sciences) AMOS (Analysis of Moment Structures).

The results indicated that career competencies, career adaptability, job search self-efficacy and self-perceived employability all had significant and positive relationships. Additionally, the relationship between career competencies and job search self-efficacy was serially mediated by career adaptability and self-perceived employability as anticipated.

Considering the growing importance of the subject of how universities might better prepare their graduates for the job market, the study's findings have important policy implications. University students should also be provided with career management resources, specifically adaptation resources, to help them navigate their individual characteristics and transfer more successfully into the existing job market. This is the cause of the need for constant planning, adaptation, assessment and evaluation of career competencies in current labor markets.

The study contributes to international career development and vocational education research by filling a gap in the literature by demonstrating that job search self-efficacy, which is a predictor of job search behavior, can be promoted by career competencies, career adaptability and self-perceived employability. These findings are particularly significant because they highlight the importance of career-related knowledge, skills and abilities in engaging university students seeking employment in a developing country with a highly competitive labor market.

Drawing upon self-determination theory, this study investigates the direct and indirect impact of health-promoting leadership on employee engagement via workplace relational civility and explores the moderating effect of employability on these factors.

The authors collected a total of 723 matched and valid responses from nurses in Guangxi, China. Data regarding health-promoting leadership, workplace relational civility, employability and employee engagement were gathered using a survey administered in two waves, 1 week apart. The authors utilised structural equation modelling and linear regression to test the model.

This study reveals that health-promoting leadership has both direct and indirect positive effects on nurses' engagement through workplace relational civility. Furthermore, the authors found that employability negatively moderates the impact of workplace relational civility on nurses' engagement but does not moderate the impact of health-promoting leadership on nurses' engagement.

This is one of the few studies that have examined the effects of health-promoting leadership within the nursing industry. The authors confirm the importance of health-promoting leadership and workplace relationship civility on employee engagement. In addition, this study demonstrates the moderating role of employability in employment relationships.

The purpose of this paper is to provide a critical historical analysis of the business (mis)behaviors and influencing factors that discourage enduring cooperation between principals and agents, to introduce strategies that embrace the social values, economic motivation and institutional designs historically adopted to curtail dishonest acts in international business and to inform an improved principal–agent theory that reflects principal–agent reciprocity as shaped by social, political, cultural, economic, strategic and ideological forces

The critical historical research method is used to analyze Chinese compradors and the foreign companies they served in pre-1949 China.

Business practitioners can extend orthodox principal–agent theory by scrutinizing the complex interactions between local agents and foreign companies. Instead of agents pursuing their economic interests exclusively, as posited by principal–agent theory, they also may pursue principal-shared interests (as suggested by stewardship theory) because of social norms and cultural values that can affect business-related choices and the social bonds built between principals and agents.

The behaviors of compradors and foreign companies in pre-1949 China suggest international business practices for shaping social bonds between principals and agents and foreign principals’ creative efforts to enhance shared interests with local agents.

Understanding principal–agent theory’s limitations can help international management scholars and practitioners mitigate transaction partners’ dishonest acts.

A critical historical analysis of intermediary businesspeople’s (mis)behavior in pre-1949 (1840–1949) China can inform the generalizability of principal–agent theory and contemporary business strategies for minimizing agents’ dishonest acts.