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We developed a model in which leader-member exchange mediated between perceived transformational leadership behaviors and followers' task performance and organizational citizenship behaviors. Our sample comprised 162 leader-follower dyads within organizations situated throughout the People's Republic of China. We showed that leader-member. exchange fully mediated between transformational leadership and task performance as well as organizational citizenship behaviors. Implications for the theory and practice of leadership are discussed, and future research directions offered.

In this study, the authors reviewed the definition of emotional intelligence (EI) and argued that El is conceptually distinct from personality. In Study 1, the authors showed that EI was related to yet distinct from personality dimensions and that it had incremental predictive power on life satisfaction. The authors examined the construct validity of self-reports and others' ratings of EI using two samples in Study 2. In a student sample, parents' ratings explained additional variance in the students' life satisfaction and feelings of powerlessness after controlling for the Big Five personality dimensions. In the work sample, peer ratings were found to be significant predictors of job performance ratings provided by supervisors after controlling for the Big Five personality dimensions. Other implications for future research on EI are discussed.

The localization of human resources has been a major objective for many transnational corporations (TNCs) in the People's Republic of China (PRC). After a review of related literature and in-depth interviews with six TNCs, Wong and Law (1999) developed a model explaining the localization process in the PRC. Based on this localization model, this study empirically tested the antecedents of successful localization results of 139 TNCs in the People's Republic of China. Results showed that, ( 1) whether or not localization had been identified as an important goal, (2) overall localization planning efforts and (3) actual human resources management practices were important factors leading to successful localization of expatriate positions. Implications of the results are discussed.

Collectivistic and individualistic values are theorized to have far reaching effects on teamwork and organizations. This study proposes that cooperative and competitive goal interdependence mediates the relationship between these values and group interaction and outcomes. Working in State Owned Enterprises in three regions of China, 689 employees in 194 teams indicated their group's values, goal interdependence, constructive controversy, and productivity. Their managers also reported on the extent these teams were productive. Structural equation analysis suggested that collectivistic values may reinforce cooperative goals and an open-minded discussion of views which in turn results in strong relationships and team productivity, as experienced from both the team's and manager's perspectives. Individualistic values, especially the horizontal version, can have contrasting effects through fostering competitive goals and closed-minded discussion. These results, coupled with previous research, suggest that collectivist values, cooperative goals, and constructive controversy provide an important foundation for productive teamwork.

This paper investigates the significance of how firms manage their human resources (HRs) within the confines of powerful social institutions in a transitional economy, the People's Republic of China (China). We propose that two dimensions, the role of human resource management (RHR) and followers' perception of the leader (TOP), are important contributors to firm performance as are the influences of the regional economy and firm ownership. We tested our hypotheses with a survey of 180 firms from nine cities in China. We found that both role of HRM (RHR) and follower's perception of top-level management (TOP) are important to firm performance. The study confirms that while social institutions remain powerful in a transitional economy, effective HRM is important to firm performance.

Recently, increasing numbers of scholars have argued that emotional intelligence (EI) is a core variable that affects the performance of leaders. In this study, we develop a psychometrically sound and practically short El measure that can be used in leadership and management studies. We also provide exploratory evidence for the effects of the El of both leaders and followers on job outcomes. Applying Gross' emotion regulation model, we argue that the El of leaders and followers should have positive effects on job performance and attitudes. We also propose that the emotional labor of the job moderates the EI-job outcome relationship. Our results show that the El of followers affects job performance and job satisfaction, while the El of leaders affects their satisfaction and extra-role behavior. For followers, the proposed interaction effects between El and emotional labor on job performance, organizational commitment, and turnover intention are also supported. (C) 2002 Elsevier Science Inc. All rights reserved.

The high rate of turnover has been a substantial problem in managing Chinese employees in joint ventures in the People's Republic of China. Organizations operating in the PRC face a dilemma of whether it is worthwhile to invest in better compensation packages and training and development programs if their employees will leave the organizations anyway. This study argues that because traditional Chinese culture values loyalty, guanxi and pao, organizations will benefit in the long run if they cultivate employees' organizational commitment. Data from two samples from the PRC and Hong Kong were analyzed to understand the role of organizational commitment in affecting other attitudinal antecedents (i.e., job satisfaction and turnover intention) to turnover. Results indicate that organizational commitment among Chinese employees has a much stronger effect on job satisfaction and turnover intention than results from studies conducted in the Vest. Our analysis provides strong support for the effect of Chinese traditional values in the modern Chinese work place. Practical implications for organizations operating in China are discussed.

There has been continuous interest in studying occupational classifications and the match between individuals' vocational orientation and occupational environment. However. it is also believed that modifications of a Western developed vocational model are necessary in other cultures. Unfortunately, there is little study on how human resource practitioners will he affected by their vocational orientation in making human resource decisions such as placement and selection. To address the role of cultural characteristics in the vocational model and the effect of vocational orientation on human practitioners' decisions, three studies have been conducted in Hong Kong. In the first two studies, we provide evidence for a revised model of vocational orientations in Hong Kong based on its special cultural characteristics. In the third study, we provide indicative evidence about the effect of the conceptualization of occupational orientations on human resource practitioners' selection judgement. Implications for cross-cultural human resource researchers and practitioners are discussed.

The Chinese value of harmony is often consider-ed literally as the need to avoid conflict. Recent experiments have shown that Chinese people can value and use conflict to explore issues, make effective decisions, and strengthen relationships when they communicate that they want to manage the conflict for mutual benefit rather than trin at the other's expense. Field studies document that cooperative conflict dynamics contribute to effective teamwork, quality service, and leadership in China. Chinese managers and employees are able to use participation and other management innovations to become partners in discussing issues and solving problems. Although more reseal-ch is needed the Chinese and their international partners appear to be able to use cooperative conflict to discuss their differences open-mindedly and forge productive, market-oriented organizations.

A sample of Hong Kong employees was used to test the hypotheses that power-distance orientation and gender moderate the relationships between justice perceptions and the evaluation of authorities (trust in supervisor) and the organization (contract fulfillment). Results indicated that 1) the relationship between procedural justice and contract fulfillment was higher for males, 2) the relationship between procedural justice nod trust in supervisor was higher for those with low power-distance orientations, and 3) the relationship between distributive justice and contract fulfillment was higher for those with low power-distance orientations. The discussion addresses the implication of including power-distance and gender variables in research on procedural and distributive justice. (C) 2000 Elsevier Science Inc. All rights reserved.

As China is becoming an important market and there are a lot of foreign ventures operating there, different lines of research have been providing useful information for foreign ventures to manage effectively in China. In this paper, we discuss one of the critical factors leading to successful management of Chinese subordinates, i.e. building and maintaining good guanxi (i.e., interpersonal connection) with them. We conducted an empirical investigation to illustrate (1) the supervisor-subordinate guanxi concept is different and unique when compared to other similar concepts in the Western literature such as leader-member exchange (LMX) and commitment to supervisor; (2) the supervisor-subordinate guanxi will affect the Chinese supervisor's administrative decisions; (3) guanxi can be measured by concrete behaviour/activities. Data on 189 supervisor-subordinate dyads were collected in the People's Republic of China (PRC). Results indicated that supervisor-subordinate guanxi is a distinct concept from LMX and commitment to supervisor. It also has additional explanatory power over supervisory decisions on promotion and bonus allocation after controlling for performance. Implications for foreign ventures and expatriates are discussed.

The study empirically links conflict management literature with research on efficacy and organizational teams. Sixty-one self-managing teams with 489 employees were recruited from the production department of a leading electronic manufacturer. Structural equation analysis supports the model that a cooperative instead of competitive approach to conflict leads to conflict efficacy that in turn results in effective performance as measured by managers. Findings suggest how organizational teams can be prepared to make use of their autonomy to deal with problems and conflicts so that they are productive.

The Cambridge Tropospheric Trajectory model of Chemistry and Transport (CiTTyCAT), a Lagrangian chemistry model, has burn evaluated using atmospheric chemical measurements collected during the East Atlantic Summer Experiment 1996 (EASE '96), This field campaign was part of the UK Natural Environment Research Council's (NERC) Atmospheric Chemistry Studies in the Oceanic Environment (ACSOE) programme, conducted at Mace Head, Republic of Ireland, during July and August 1996. The model includes a description of gas-phase tropospheric chemistry, and simple parameterisations for surface deposition, mixing from the free troposphere and emissions. The model generally compares well with the measurements and is used to study the production and loss of O-3 under a variety of conditions. The mean difference between the hourly O-3 concentrations calculated by the model and those measured is 0.6 ppbv with a standard deviation of 8.7 ppbv. Three specific air-flow regimes were identified during the campaign - westerly, anticyclonic (easterly) and south westerly. The westerly how is typical of background conditions for Mace Head. However, on some occasions there was evidence of long-range transport of pollutants from North America. In periods of anticyclonic flow, air parcels had collected emissions of NOx and VOCs immediately before arriving at Mace Head, leading to O-3 production. The level of calculated O-3 depends critically on the precise details of the trajectory, and hence on the emissions into the air parcel. In several periods of south westerly flow, low concentrations of O-3 were measured which were consistent with deposition and photochemical destruction inside the tropical marine boundary layer. (C) 2000 Elsevier Science Ltd. All rights reserved.

A total of 431 independent supervisor and subordinate dyads from the United States, Australia, Japan, and Hong Kong evaluated the perceived job role boundary of the subordinates. Participants rated the degree to which they agreed that the behavior described in the organizational citizenship behavior (OCB) scale developed by P. M. Podsakoff, S. B. MacKenzie, R. H. Moorman, and R. Fetter (1990) was an expected part of the subordinate's job. Each supervisor was paired with only one subordinate, and all participants held the same jobs in the same company but with branches in these 4 nations. The scale used was found to have conceptual equivalence across all subsamples. Results indicated that supervisors had broader definitions of job roles than subordinates. Participants from Hong Kong and Japan were also more likely to regard some categories of OCB as an expected part of the job than were participants from the United States and Australia.

This article contrasts the composite view of the relationship between multidimensional constructs and their facets/dimensions with the factor view. The composite view assumes that facets are components of the composite constructs, while the factor view assumes that facets are manifestations of latent constructs. An empirical study is used to illustrate the fact that these two views will lead to different conclusions about the relationship of constructs in covariance structure analyses. It is suggested that researchers must examine the theoretical basis of their topic in order to determine whether the factor or composite view is more suitable for the multidimensional construct of interest.

In this paper, we contrast the effects of leader-member exchange (LMX) with the effects of perceived job mobility on in-role performance and organizational citizenship behavior (OCB), We further model negative affectivity as the antecedent of both LMX and perceived job mobility and suggest that LMX and perceived job mobility mediated the relationship between negative affectivity and performance. We obtained matching data from supervisor and subordinates in a major battery manufacturing company in southern China, Subordinates provided the negative affectivity, perceived job mobility, and LMX assessment, and their immediate supervisors provided the in-role performance and OCB assessment. Results from a structural equation analysis show that both LMX and perceived job mobility predicted OCB, Instead of being a direct antecedent of OCB, the relationship between negative affectivity and OCB is found to be mediated by LMX and perceived job mobility. Theoretical implications of the results are discussed. (C) 1999 Academic Press.

The localization of top management positions is an important objective for many Transnational Corporations (TNCs). Despite its importance, there is little systematic discussion of how the localization process should be managed. Based on a review of related literature and in-depth interviews with six TNCs in the PRC, we developed a three-stage model of the localization process. In this article, we use that model to describe the challenges that TNCs face when localizing top management positions in the People's Republic of China.

We conducted a survey across a two-year period to examine the attitudinal effects of skill-based pay (SBP) plans in a consumer products company in the Northeast region of the United States. We examined the relationship between SEP plan characteristics and employees' evaluation of (and reactions to) the pay system; fairness perceptions were consider-ed as the explanatory mediating variable. The results demonstrate that SEP plans, which provide training and are better understood and communicated, will lead to an increased general perception of fairness which, in turn, will lead to more positive evaluations of the plans a year later: implications for the relationships between fairness perception and pay system design are discussed (C) 1999 Elsevier Science Inc. All rights reserved.

M. Deutsch's (1949) theory of cooperation and competition may be usefully extended to the study of effective, empowering, managerial leadership in Chinese settings. Results of structural equation modeling and Ether analyses on data collected from interviews of Chinese managers and employees in Hong Kong indicated that cooperative goals contributed to constructive discussion between managers and employees and that such discussions, in turn, resulted in productive work and stronger work relationships. Cooperative goals and constructive controversy also predicted democratic leadership and the power of employees and managers. The results suggest that Chinese and North American managers may operationalize goals and controversy differently.

Self-managing teams have the challenge to make decisions regarding their tasks and to manage their internal affairs. Findings on 60 self-managing teams with 540 employees indicate that the theory of cooperation and competition is useful for identifying the social processes that help these teams grapple with problems and work effectively. Specifically, teams with highly cooperative goals were found to discuss their opposing views open-mindedly and constructively which in turn developed confidence in team dynamics that contributed to effective team performance. Competitive goals appeared to interfere with constructive controversy, confidence, and effectiveness. Findings were interpreted as suggesting that structuring cooperative goals and constructive controversy can help self-managing teams gain confidence and work productively. (C) 1998 Academic Press.

We propose a taxonomy of multidimensional constructs based on the relations between the construct and its dimensions. Multidimensional constructs that exist at deeper levels than their dimensions we term latent model. We call constructs formed as algebraic functions of their dimensions aggregate model, whereas constructs formed as different profiles of dimensional characteristics we term profile model. We discuss the nature of multidimensional constructs defined under these models and their operationalizations in empirical research.

Radiative forcing is a useful diagnostic quantity for indicating the size of climate change mechanisms, and for interpreting the results of General Circulation Model (GCM) experiments. It is also ideal for exploring the potential sensitivity of climate change simulations to assumptions regarding, for example, the horizontal and vertical distribution of changes in greenhouse gases, as a guide to whether these effects need to be incorporated into GCMs. This paper examines this issue for a range of greenhouse gases, and also examines the dependence of the forcing on horizontal averaging and the definition of tropopause position. By comparison with calculations at a high horizontal resolution, it is shown that the use of a single global mean profile results in global mean radiative forcing errors of several percent for CO2 and chlorofluorocarbon CFC-12 (CCl2F2); the error is reduced by an order of magnitude or more if three profiles are used, one each representing the tropics and the southern and northern extratropics. Three alternative definitions of tropopause position lead to a spread in forcing of up to 9%. The effect of the spatial Variation of a number of greenhouse gases, which are often regarded as well-mixed, is then explored. For methane, three-dimensional distributions are used for present and pre-industrial cases generated from chemical-transport models. The inhomogeneities are shown to have little impact on the forcing, because they are concentrated at the surface. The assumption that methane is well-mixed in both the vertical and horizontal, results in errors in the global mean forcing of only 2% compared to the full calculation; at individual locations the error never exceeds 4%. For CFC-11 (CCl3F) and CFC-12, recent satellite data from the Cryogenic Limb Array Etalon Spectrometer are used to define the Vertical and latitudinal variation in the stratosphere. For the global mean forcing, the assumption that CFC-11 and CFC-12 are well-mixed in the horizonta

A Lagrangian photochemical trajectory model has been used to assess the factors affecting O-3 production during transport of polluted air masses across the North Atlantic Ocean. Sensitivity studies have been performed along idealized trajectories, and it is found that the potential impact of North American emission sources is maximized by transport of air at high altitudes, in drier conditions and in conditions where mixing of the air with background air masses is relatively limited. Measurements taken from the NCAR King Air aircraft as part of the North Atlantic Regional Experiment (NARE) August 1993 intensive have been used to initialize forward trajectories, calculated using European Centre for Medium-Range Weather Forecasting analyzed wind fields, from eastern North America to assess O-3 production over the Atlantic during this period. The effects of dilution of a polluted air parcel with air from the upper troposphere have also been studied, and the contribution of photochemical O-3 production to the air mass composition is found to be smaller than that of dilution, particularly for long trajectories and for conditions where dilution is relatively rapid or involves air from the stratosphere. Measurements taken from the Meteorological Research Flight Hercules aircraft over the eastern Atlantic as part of the Oxidizing Capacity of the Tropospheric Atmosphere campaign have been examined in the light of these studies. A backward trajectory analysis has been performed from one of the vertical profiles taken off the coast of Portugal on August 31, 1993, to assess the origin of the different air masses intercepted. While the lower levels are characteristic of air from the European boundary layer advected over the ocean, the upper levels show strong evidence for anthropogenic influence from North American sources, with elevated levels of O-3, NOy, CO, and aerosol. Although it cannot be concluded that this air mass definitely originated from over North America, the meas

Over the past few years, there has been some dispute as to whether Fisher's Z or the Pearson correlation (r) should be used in Schmidt-Hunter-type meta-analyses. The two major reasons that Z has not been recommended are the possibly larger positive bins in estimating mean population correlation (M(rho)) and the problem of estimating the standard deviation of population correlations (SDrho). In this study, two new methods of estimating M(rho) and SDrho by using Z are suggested and tested by Monte Carlo simulations. The results show no consistent advantage to using r instead of Z or vice versa in estimating both M(rho) and SDrho In fact the estimated M(rho) and SDrho from all three methods were highly similar and were almost identical when rounded off.