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The purpose of this study is to investigate the boundary conditions between objective overqualification and perceived overqualification. In addition, we aim to investigate the mediation patterns between objective overqualification, perceived overqualification and job satisfaction.

A two-wave survey was conducted with 382 new entrants of job market. Data was analyzed with Process 3.5 in SPSS 26.0 to test the hypothesized moderated mediation model.

Results indicated that perceived overqualification fully mediated the relationship between objective overqualification and job satisfaction. In addition, the relationship between objective overqualification and perceived overqualification was significant unless employees perceived high internal employment opportunities but low external employment opportunities at the same time. Same moderating pattern was also evident in the indirect effect of objective overqualification? Perceived overqualification? Job satisfaction.

This study has theoretical and practical implications for personnel management. Theoretically, this study contributed to the understanding of the relationship between objective overqualification and perceived overqualification. Practically, this study found that offering internal employment opportunities can mitigate the perception of overqualification when employees perceive limited external employment opportunities.

This is one of few studies that stressed the boundary conditions between objective overqualification and perceived overqualification under the framework of relative deprivation theory. In addition, this study provided time-lagged evidence of the relationship between objective overqualification, perceived overqualification and job satisfaction.

The purpose of this paper is to develop initial evidence about the nature and features of crowdfunding in China, given it is largely unregulated regulatory frameworks.

The paper used extensive desk research using data collected from the public and private sectors, after which the data was analyzed parallel to existing academic literature, that is, institutional context by Bruton et al. (2014). This paper uncovered patterns of development, profiling crowdfunding platforms, examining the regulatory landscape and providing antecedents of successful crowdfunding projects in China.

When the traditional financial markets are hard to reach, micro, small and medium enterprises (MSMEs) were starved for capital. Crowdfunding can play a major role in funding and risk sharing. It is an innovative and dynamic vehicle for MSMEs as well as enthusiastic investors in China. Since its initial introduction to China in 2009, crowdfunding has gained substantial popularity in a relatively short period. Currently, there is still not an identifiable guideline on how to delineate the significance of the crowdfunding platform. The development of crowdfunding in China faces a few unresolved key issues. As researchers exploring this phenomenon in new ways, crowdfunding platforms can be enhanced in a manner that benefits the capital seeker, investors and society as a whole.

There is a dearth of information on start-up crowdfunding in Asia. With little data available to analyze, so this paper hopes to contribute to knowledge and provide valuable information to researchers and industry representations. Crowdfunding represents a potentially disruptive change in the way that new ventures are funded. This paper represents an initial analysis in the study of new ventures in China. Finally, the authors provide recommendations for entrepreneurs, investors and policymakers as well as researchers and practitioners with suggestions about yet unexplored avenues of research.

Using career construction theory, the authors empirically examine the mechanism by which career adaptability promotes employee subjective career success (career satisfaction and career commitment) through job crafting.

A moderated mediation model is tested using survey data from 324 full-time business professionals in France. Hypotheses are tested using structural equation modeling (SEM).

he authors found that job crafting mediated the relationship between career adaptability and subjective career success (career satisfaction and career commitment). The positive effect of career adaptability on job crafting was greater under higher levels of lone wolf personality and positive perfectionism, as was the indirect effect of career adaptability on subjective career success via job crafting.

data are cross-sectional in nature. Robust theoretical contentions and affective means of identifying common method variance (CMV) are addressed and evaluated.

High levels of career adaptability may be a useful strategy for promoting employee job crafting and subjective career success. In addition, individuals with lone wolf personality and positive perfectionism should be given opportunities to craft their jobs in the workplace.

This research confirms a moderated mediation model positioning job crafting as a mediator of career adaptability's effects on employee subjective career success and lone wolf and positive perfectionism as moderators of such effects. This study suggests that job crafting and career-focused personality traits are important factors that influence the relationship between career adaptability and subjective career success.