Difficulty in balancing the demands of work and nonwork has been shown to be associated with lower physical and psychological health. Grounded on the self-regulation theory, we examined the effect of work-nonwork conflict on general health among employees who transitioned to remote work (remote workers), and we tested whether this association was mediated by impaired self-control capacity. The study further examined the perceived boundary control as a moderator of these associations. We collected two waves of questionnaire data with a one-month interval from 461 remote workers, and the results of regression-based analyses revealed that work-nonwork conflict was negatively related to remote workers\' general health through increased self-control capacity impairment. In addition, this indirect effect was weaker for remote workers with higher perceived boundary control than those with lower perceived boundary control. These findings expand our understanding of remote workers\' work-nonwork conflict and have practical implications for promoting the general health of remote workers who are experiencing work-nonwork conflict.

As a part of job resources, work time control is essential for innovation. We examine how work time control impacts knowledge employees\' innovation in the workplace. A two-stage study was conducted to verify the mediating and moderating processes. In Study 1, adopting the job demands-resources model as a theoretical framework, we conducted a laboratory test to find the relation between work time control, job engagement, job burnout, and innovation, and verified the path between work time control and innovation. In Study 2, drawing on the job demands-resources model verified by Study 1 and self-regulation theory, it is proposed that during the psychological process in the workplace, job engagement plays a mediating role, and the vocational delay of gratification plays a moderating role between work time control and innovation. A total of 254 knowledge employees from diverse organizations participated in the survey study. After taking demographic variables, job demands, and neuroticism as control variables, the results showed that job engagement would mediate the relationship between work time control and innovation. A higher level of delay of gratification buffered the effect of a higher level of work time control on innovation. All these findings verified and expanded knowledge on work time control and innovation literature, showing that work time control is important for innovation. Based on Chinese cultural background, managers should offer employees the opportunity to conduct self-control training and encourage them with great freedom to foster employee innovation.

Our study examined how lifestyle and number of children influence the relationship between widowhood and life satisfaction based on self-regulation theory. A sample of 2,968 elderly respondents (male = 1,515, female = 1,453, mean age = 69.12 years, SD = 7.24) participated in Chinese General Social Survey. Our findings suggest that lifestyle is positively related to life satisfaction, and number of children is positively associated with life satisfaction but negatively related to lifestyle. The moderated mediation model demonstrated that lifestyle partly mediated the relationship between widowhood and life satisfaction. Moreover, number of children moderated the relationship between widowhood and lifestyle and between lifestyle and satisfaction with life. Widowed elderly individuals who have more children are likely to show a higher level of satisfaction with life. The present study has significance in practice because it provides empirical implications obtained from a national survey on the universal two-child policy in China as two children might decrease the negative impacts of widowhood on life satisfaction.

Contingent reinforcement behavior is generally regarded as one of the key elements of being a \"good\" leader, yet the question of what happens when this behavior is absent has received little attention in past empirical research. Drawing upon self-regulation theory, we develop and test a model that specifies the effects of leader reward omission on employes\' deviant behavior. Using the data of 230 workers from two manufacturing companies located in South China collected across three time points, we find that leader reward omission is positively associated with deviant behavior. Moreover, the indirect effects of leader reward omission on employes\' deviant behavior are mediated by moral disengagement. Our study also reveals that Machiavellianism can aggravate the positive effect of leader reward omission on moral disengagement, and subsequently exacerbate the indirect effect on employes\' deviant behavior. Taken together, our findings reveal the consequences of leader reward omission, and the importance of examining subordinate self-regulation under the lack of positive reinforcement.

As an emerging Chinese indigenous leadership style, paradoxical leadership has received considerable attention from researchers. Many studies have demonstrated the positive impact of paradoxical leadership on employees, teams, and organizations; however, there is less information on how paradoxical leaders influence their own work outcomes. On the basis of self-regulation theory, in this study, we examined the impact of paradoxical leadership on leaders\' task performance. In addition, we investigated the mediating effects of job crafting and career resilience on this relationship. Through a survey of 120 leaders and 271 of their immediate followers, our empirical analysis found the following: (1) paradoxical leadership was positively related to leaders\' task performance, (2) job crafting mediated the relationship between paradoxical leadership and leaders\' task performance, and (3) career resilience positively moderated the relationship between paradoxical leadership and job crafting, and had an indirect effect on task performance through job crafting. Our model offers novel insights into the paradoxical leadership literature and implications for improving leaders\' job crafting and task performance.

UNASSIGNED: This study aims to extend the previous research on the structural relationships between organisational empowerment and frontline employees\' behaviours by exploring the role of the self-regulating processes and its impact on service recovery performance (SRP).
UNASSIGNED: This study adopts fuzzy-set qualitative comparative analysis (fsQCA). Following the procedure of applying fsQCA, including data calibration, truth table construction and fsQCA analysis, the 287 dyadic data from the express mail industry was collected and analysed.
UNASSIGNED: The findings show that organisational empowerment is a sufficient antecedent for high SRP, especially in cases involving frontline employees with strong service recovery awareness and positive work engagement. Moreover, in the context of organisational empowerment, a reasonable level of emotional exhaustion represents a positive impact on performance in service recovery.
UNASSIGNED: This study offers some comprehensive insights for practitioners to empower stressed frontline employees and monitor their emotions and behaviours using appropriate approaches.

BACKGROUND: Acne, an inflammatory disease of the pilosebaceous unit, is now recognized and investigated as a chronic disease. Since the physiological and psychosocial impact of acne may be long-lasting, the treatment of acne vulgaris poses a formidable challenge for dermatologists.
OBJECTIVE: The present study aims at investigating the validity and reliability of a self-developed instrument \"acne self-regulation inventory\" (ASRI) based on self-regulation theory in assessing the selfregulation ability of acne patients as part of the therapeutic strategy.
METHODS: All proposed items to be included in ASRI, which consisted of four subscales (i.e., self-monitoring, self-judgment, self-reaction, and self-motivation), were first reviewed by 5 experts in the field. Pilot testing of scale reliability and validity of ASRI were then performed by recruiting 144 acne patients, followed by conduction of formal questionnaire survey by enrolling other 90 acne patients to complete a questionnaire comprising the refined ASRI, Cardiff Acne Disability Index (CADI), and Dermatology Life Quality Index (DLQI) to obtain constructive validity to evaluate the associations of ASRI with clinical acne grading scores, CADI, and DLQI.
RESULTS: Expert review resulted in the inclusion of totally 31 items for pilot testing (i.e., self-monitoring 6 items, self-judgment 6 items, self-reaction 12 items, and self-motivation 7 items). The differentiating ability of each item was confirmed by significant difference between the higher third scorers and those of the lower third using t-test for independent means (all p<0.001). Moreover, Cronbach\'s α indicated that deletion of a single item in ASRI did not elevate mean value above 0.958 and removal of each item in the four subscales did not increase the mean value of the set Cronbach\'s α value for each subscale (i.e., 0.886; 0.860; 0.895; 0.907, respectively), suggesting suitability of the 31 items. A high Cronbach\'s α coefficient of the whole scale as well as the four subscales (i.e., 0.958; 0.886, 0.860, 0.895, and 0.907) demonstrated a high reliability of the ASRI. Pearson\'s correlation demonstrated moderate to high discriminant validity of ASRI with coefficients between each pair of the four subscales ranging from 0.637-0.798. Formal questionnaire survey demonstrated significant difference between the higher third ASRI scorers and those of the lower third in comparison with clinical acne grading scores, CADI, and DLQI, using t-test for independent means (both p=0.001).
CONCLUSIONS: The results of the present study demonstrated the usefulness of a self-developed ASRI as an assessment tool to be included in the treatment strategy for acne patients.