Urban agriculture has become increasingly popular as a viable solution to the global food insecurity, but the uncontrollable expansion of cities and populations has led to the significant decrease in cultivable space for conventional soil-based farming. Unlike conventional agriculture, soil-less hydroponic farming allows sustainable food production in urban areas without compromising the environment and public health. Using both theory of planned behaviour and knowledge-attitude-behaviour theory with four additional factors, the current study examined the intention and adoption of hydroponic farming among Chinese urbanites. An online survey, which involved 661 respondents from different cities in China, was conducted. The results of partial least squares structural equation modeling revealed the significant influence of tolerance of diversity, innovativeness, and knowledge about hydroponic system on attitude towards hydroponic system. Additionally, knowledge and attitude towards hydroponic system, perceived need for hydroponic farming, and hydroponic farming compatibility were found to significantly influence the intention of adopting hydroponic farming, which was also found to exhibit significant influence on its actual adoption. This study presented valuable insights that contribute to the development of a framework that promotes effective farming practices and strategies. The obtained findings can benefit marketers, practitioners, and policymakers in the agricultural and environmental fields, particularly in their efforts of planning, designing, marketing, and strategizing to promote modern agricultural practices and create a favourable environment for urban hydroponic farming in developing countries.
Under the premise of the value-belief-norm (VBN) model, this study examined the influence of values, beliefs and norms on social entrepreneurial intention of working adults in China. The cross-sectional design was employed, and an online survey, which involved 1,075 working adults, was conducted. All data were analyzed using partial least squares-structural equation modeling (PLS-SEM). The obtained results showed the significant and positive influence of self-enhancement, openness to change, and self-transcendence on the sense of meaning and purpose. Moreover, the sense of meaning and purpose exhibited significant and positive influence on problem awareness, and problem awareness was found to have positive effect on outcome efficacy. Besides that, the sense of meaning and purpose, problem awareness, outcome efficacy, and injunctive social norms were found to exhibit significant and positive on personal norms. Finally, personal norms and injunctive social norms exhibited statistically significant and positive influence on social entrepreneurial intention. The results of effect size confirmed the considerable influence of personal norms and injunctive social norms on social entrepreneurial intention. Therefore, policy development aimed at promoting socioeconomic and environmental sustainability through social entrepreneurship should comprehensively consider the influence of personal norms and injunctive social norms. Increasing the sense of meaning and purpose of the working population, prompting an increased problem consequence and outcome self-efficacy, as well as instilling personal norms and injunctive social norms through various social and environmental incentives are recommended.
As the economy evolves and markets change after Covid-19, demand and competition in the labor market increase in China, and employees become increasingly concerned about their career opportunities, pay, and organizational commitment. This category of factors is often considered a key predictor of turnover intentions and job satisfaction, and it is important that companies and management have a good understanding of the factors that contribute to job satisfaction and turnover intentions. The purpose of this study was to investigate the factors that influence employees' job satisfaction and turnover intention and to examine the moderating role of employees' job autonomy. This cross-sectional study aimed to quantitatively assess the influence of perceived career development opportunity, perceived pay for performance, and affective organisational commitment on job satisfaction and turnover intention, as well as the moderating effect of job autonomy. An online survey, which involved 532 young workforce in China, was conducted. All data were subjected to partial least squares-structural equation modelling (PLS-SEM). The obtained results demonstrated the direct influence of perceived career development, perceived pay for performance, and affective organisational commitment on turnover intention. These three constructs were also found to have indirect influence on turnover intention through job satisfaction. Meanwhile, the moderating effect of job autonomy on the hypothesised relationships was not statistically significant. This study presented significant theoretical contributions on turnover intention in relation to the unique attributes of young workforce. The obtained findings may also benefit managers in their efforts of understanding the turnover intention of the workforce and promoting empowerment practices.