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The aim of this paper is to address a local separability character partly identified by non‐farm participation behaviors in the context of multiple market imperfections.

The paper develops a model to analyze agricultural household's non‐farm participation based on heterogeneous asset endowments. The model is applied to recent data from Zhouzhi, a mountainous county in rural western China.

The paper shows that human capital, social capital and other capital assets have significant but different effects on the agricultural household's participation in non‐farm activities, and they help to break down non‐farm labor constraints. Nonseparability holds only for those households unable to participate in non‐farm activities due to poor asset endowments.

The agricultural household model developed in this paper and its application in China provide insights into theory and empirical analysis of agricultural households' behavior and rural development.

Facing a high birth rate, a falling mortality rate, and inconsistent policies on family planning from the 1950s to the early 1970s, the People's Republic of China (PRC) launched its widely known one‐child policy in 1979. The intention was to restrict population growth by reducing fertility through family planning and thereby to conserve the nation's resources to advance economic development. The effectiveness of the one‐child policy has varied greatly because policy regulations are differentially carried out by officials of provinces, municipalities, counties, communes, and minority regions. Generally speaking, the state policy has had greater acceptance in urban areas but is far less rigidly enforced by local officials in rural areas and for certain national minorities, which can have a second child under certain circumstances (Chow and Chen, 1994).

This chapter aims to provide nuance into the issue of generational cohort differences at work by focusing on the role of contextual moderator variables. Theory and hypotheses derived from the research on generational differences, psychological contracts, and work values are contrasted to a countervailing set of hypotheses derived from theory and research on the confluence of age and Person-Environment (P-E) fit. Complex patterns of interactive effects are posited for both alternatives. The results favored a generational hypothesis regarding the positively valenced construct of job satisfaction but an age-based hypothesis for the negatively valenced construct of turnover intentions. Results are tested using a subset from a large and nationally representative sample of adults from the US workforce (n = 476). Results offer mixed support for both age and generational cohorts, qualified by the specific type of outcome at hand.

This paper is an analysis of knowledge creation following implementation of the world's leading quality assurance standard, ISO 9000. We combine the perspectives of Nonaka on knowledge creation (Nonaka, 1994; Nonaka & Takeuchi 1995; and Krogh, Nonaka, & Nishiguchi, 2000) with those of authors who have dealt with the dynamics of rules and routines (March, Schulz, & Zhou, 2000; Nelson & Winter, 1982; Cohen & Bacdayan, 1994). On the basis of our analysis of ISO 9000 implementation we develop observations about rules and learning and about rule integration, absorption, and renewal. Our paper fits into the growing literature on the role of learning and knowledge transfer in quality improvement and the evolution of dynamic capabilities in the firm using routines and learning mechanisms such as knowledge codification.

Researchers in the field of occupational stress and well-being are increasingly interested in the role of emotion regulation in the work context. Emotion regulation has also been widely investigated in the area of lifespan developmental psychology, with findings indicating that the ability to modify one’s emotions represents a domain in which age-related growth is possible. In this chapter, we integrate the literatures on aging, emotion regulation, and occupational stress and well-being. To this end, we review key theories and empirical findings in each of these areas, summarize existing research on age, emotion regulation, and stress and well-being at work, and develop a conceptual model on how aging affects emotion regulation and the stress process in work settings to guide future research. According to the model, age will affect (1) what kinds of affective work events are encountered and how often, (2) the appraisal of and initial emotional response to affective work events (emotion generation), and (3) the management of emotions and coping with affective work events (emotion regulation). The model has implications for researchers and practitioners who want to understand and facilitate successful emotion regulation and stress reduction in the workplace among different age groups.

Workplace voice is well-established and encompasses behaviors such as prosocial voice, informal complaints, grievance filing, and whistleblowing, and it focuses on interactions between the employee and supervisor or the employee and the organizational collective. In contrast, our chapter focuses on employee prosocial advocacy voice (PAV), which the authors define as prosocial voice behaviors aimed at preventing harm or promoting constructive changes by advocating on behalf of others. In the context of a healthcare organization, low quality and unsafe patient care are salient and objectionable states in which voice can motivate actions on behalf of the patient to improve information exchanges, governance, and outreach activities for safer outcomes. The authors draw from the theory and research on responsibility to intersect with theories on information processing, accountability, and stakeholders that operate through voice between the employee-patient, employee-coworker, and employee-profession, respectively, to propose a model of PAV in patient-centered healthcare. The authors complete the model by suggesting intervening influences and barriers to PAV that may affect patient-centered outcomes.