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This paper aims to investigate and prepare the composite polyurea greases with excellent thermal stability and tribological properties.

In this paper, composite Ba-based (Ba, barium) tetra-polyurea lubricating greases were prepared with two different methods: mixing Ba-based gelatinizer and tetra-polyurea gelatinizer by a physical method; and introducing barium carboxylate into tetra-polyurea molecules by a chemical method. The properties of the products, such as heat stability, water resistance and friction performance, were analyzed with thermogravimetry, water-resistance test and four-ball friction test.

The results indicated that the products obtained by chemically introducing barium carboxylate into tetra-urea molecules showed better elevated temperature tribological properties, and the disadvantages of the polyurea greases with high temperature hardening were also obviously improved. The cone penetration rate at 180°C for 24 h is only 3 per cent. The friction coefficient can be decreased to 0.44 and the last non-seizure load value was increased from 560 N to 1,120 N without any other additives.

The research is significant because the prepared composite grease showed excellent performances, such as the outstanding thermal stability, water resistance and excellent extreme pressure and anti-wear properties, which may be widely applied in steel, metallurgy, bearings and other industrial fields.

This paper aims to examine the moderating effects of job alternatives and policy support on the relationship between job satisfaction and turnover intention.

A questionnaire survey was conducted in China. The study sample consisted of employees from organizations of different sizes, ownerships and industry types. Finally, 462 valid questionnaires were obtained.

Cognitive job satisfaction has a stronger negative effect on turnover than affective job satisfaction, and both effects depend on the factors related to ease of movement. Cognitive job satisfaction is more effective when job alternative is low and policy support is high, whereas affective job satisfaction leads to lesser turnover when job alternative is high and policy support is low.

First, the demography of the respondents may have limited the generalizability of our findings. Second, this study has the limitation common to all cross-sectional studies. Third, this study focuses on turnover intention of employees rather than actual turnover rates. Finally, although the authors have identified specific factors related to ease of movement as the moderators by drawing upon the organizational equilibrium theory and current HRM literature, there may be other moderators that can affect the relationship between job satisfaction and turnover.

HRM managers should apply organizational HRM to the local institutional environment, especially to the human resource policies of local governments, which vary significantly across regions in China.

HRM managers should be very cautious to approach career development task in China, especially when they have an attitude of whatever works in mature economies will surely work in organizations in Chinese society.

The findings extend previous career development literature that assumes unconditional effects of job satisfaction on turnover intention. With the objective of exploring the effects of conditional factors, the current study explores the special role of job alternatives and policy support in the job satisfaction – turnover relationship in the context of China. Additionally, the findings provide support for the application of organizational equilibrium theory in the context of China.