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AbstractThis research examines the shifts in age profiles among migrants in China, utilizing microdata derived from four national censuses and two 1% population sample surveys conducted since 1990. Our findings indicate: (1) there has been a surge in age-specific migration intensity across all age groups over the past two decades; (2) the age profiles of the flow floating population differ from both the entire and the residual migrant populations; and (3) the age profiles of China's flow floating population exhibit a blend of Asian and Western patterns—a prevalence among individuals in their early 20s, typical of Asian patterns, and a broad range of ages post-peak, indicative of Western patterns. Consequently, we propose that future population projections prioritize the flow floating population over the traditionally employed entire floating population. Furthermore, recognizing heterogeneity is critical for accurately understanding migrants in China, necessitating a comprehensive migration policy that safeguards the rights and welfare of these individuals.

The COVID-19 crisis has created instability in nurses' workplace well-being (WWB) and work–family relationships. Exploring effective leadership tailored to the needs in a special context is significant to address these issues. Therefore, we examined how the interaction of self-sacrificial leadership (SSL) and self-leadership (SL)—explaining in the integration of conservation of resources and self-determination theories—related to thriving at work (TAW), WWB, and work–family conflict (WFC). A multi-wave questionnaire was distributed to 405 nurses working at a large hospital in China. The results indicate that (1) SSL brought more WWB and less WFC, (2) TAW mediated the correlations between them, and (3) SL stimulated more TAW than did SSL and weakened the influence of SSL on TAW. Alongside improving the understanding of the role of SSL and SL during the COVID-19 pandemic, we facilitate management interventions to practitioners. JEL CLASSIFICATION: L200

PurposeThe main objectives of this study were to examine the congruent/incongruent effects of ethical leadership–abusive supervision (EL-AS) on employees' job performance (JP), mediated by employees' workplace emotions.Design/methodology/approachIn this study, multiphase data were collected from 276 frontline employees at a large automobile manufacturing company in southwest China. The hypotheses were tested performing polynomial regression and response surface analysis.FindingsThe results revealed that employees in "high–high" and "high–low" EL-AS experienced more positive emotions (PE), while "low–high" EL-AS triggered more negative emotions. Furthermore, employees' workplace emotions mediate the effect of EL-AS's congruence/incongruence on employees' JP.Practical implications Leaders should notice the paradoxical effects of EL and AS and adopt ambidextrous thinking to enhance subordinates' PE.Originality/value This study enriches the literature on paradoxical leadership by exploring the complex consequences that may result from the incongruent practice of two leadership behaviors that are often considered paradoxical in nature. Furthermore, it shifts from the previous leader-centered perspective to a subordinate-centered perspective, complementing the theoretical perspectives of EL and AS research. And it deepens the understanding of the relationship between paradoxical leadership and employees' work outcomes by exploring the intrinsic affective mechanism.