Abstract: Under the context of China's manufacturing sector, this study adopts the Yin-Yang harmony cognition and the job demands-resources (JD-R) theory to explore the impact of perceived career sustainability on the conduct of corporate social innovation (CSI) behavior. The empirical analysis of a large sample shows that three of the four dimensions of career sustainability (i.e., flexible, renewable and integrative) are significantly and positively associated with individuals' CSI behavior. The resourceful dimension has an inverted U-shape relationship with individuals' CSI behavior, and positively moderates the relationship between the other three dimensions of career sustainability and CSI behavior. The interaction between the resourceful and the integrative dimensions of career sustainability positively moderates the relationship between the flexible dimension and individuals' CSI behavior. The main contributions of this study are:1) proposing a novel empirical scale of career sustainability to deepen the research about the conceptualization of career sustainability; 2) developing an indigenous philosophy of management that fits the Chinese context from an emic perspective of Yin-Yang harmony cognition; 3) providing constructive suggestions about human resource management, corporate development and social innovation to enterprises and governments.

Key words: career sustainability, human resource, Yin-Yang, social innovation, manufacturing