In order to examine the relationship among harmony, social support, self-control, and work-family conflict, three models were proposed on the basis of relevant theories: simple mediation model, complex mediation model with self-control as the mediating variable, and complex mediation model with social support and selfcontrol as mediation variables. The simple mediation model refers to the harmonious personality, social support indirectly predict the work-family conflict in parallel through self-control; complex mediation model with selfcontrol as mediation variable refers to harmony personality and social support predict work-family conflict through self-control; complex mediation model with social support and self-control as mediation variables refers to harmony personality predict work-family conflict through social support and self-control. The social support scale, self-control scale (SCS), impulsive scale (BIS), work-family conflict were administered to 200 employees from medical industry, financial industry and sales industry in Beijing. Model comparison of the three models using Structural Equation Modeling indicated that complex mediation model with self-control as mediation variable fit best to the data. Harmony personality acted as the predictive variable, self-control as the mediator, and work-family conflict as the outcome variable. In the complex mediation model, self-control was estimated as -0.043, with 95% confidence interval of mediation [-0.071, -0.022]. Self-control mediated the relationship of harmony personality, social support and work-family conflict, the compound mediation model that takes self-control as the mediating variable fits best.

This study aimed to explore the mediation effect of search for meaning between absence of meaning and meaning in life, and tested the role of satisfaction of psychological need in this process via two-wave data. The sample consisted of 156 university students. Participants reported absence of meaning, search for meaning and psychological need satisfaction at time 1 and reported meaning in life at time 2. Results indicated that search for meaning played a partial mediating role between absence of meaning and meaning in life, and psychological need satisfaction moderated relationship between meaning thinking and meaning in life. Under low-level of psychological need satisfaction, search for meaning was strongly associated with meaning in life. With increased satisfaction of psychological need, positive effect of search for meaning on meaning in life become insignificant.

To explore the mediating role of future-oriented coping in the relation of achievement motivation with academic burnout and engagement, 163 high school students were measured with Achievement Motivation Scale (AMS), Proactive Coping Inventory (PCI), Maslach Burnout Inventory-Student Survey (MBI-SS) and Engagement Scale-Student Version (UWES-S) at three time intervals. Results of the SEM show that motive to approach success influences academic burnout and engagement through preventive coping and proactive coping, but motive to avoid failure affects academic burnout and engagement only through proactive coping. Therefore, the content of inter- ventions taking to improve study state should depend on the type of the achievement motivation.

The authors discuss the relationship between hoped for possible selves and teaching behavior (including job engagement and teacher burnout) of secondary school teachers. Basing on the expectancy-value models of motivation, perceived instrumentality and teaching efficacy are chosen as the two variables’ mediators. The questionnaire survey is used to 252 teachers in seven secondary schools and the data is collected by adapted scales for teachers of Hoped for Possible Selves Scale, Perceived Instrumentality Scale, Teaching Efficacy Scale, Job-Burnout Inventory for Middle School Teachers and UWES. The result indicates that perceived instrumentality is a fully mediator between hoped for possible selves and job burnout, but not one between hoped for possible selves and job engagement. Teaching efficacy fully mediates the relationship between hoped for possible selves and job engagement and teaching burnout.

This study measured the risk perception, risk behavior propensity, and anxiety state of 494 residents in Hanwang, Panzhihua, and Beijing, which were impacted to different extent by the 5.12 Wenchuan Earthquake. The results confirmed the hypothesis of a Psychological Typhoon Eye Effect in terms of risk perception of tremors and risk behavior propensity, but revealed a reversed effect with regard to state anxiety. In addition, residents from Panzhihua, which is located in the edge zone of earthquake tremors, showed the most conflicting psychological reactions. The final part discusses the situational factors for Psychological Typhoon Eye Effect and Edge Zone Effect.

The present study presents preliminary empirical evidence for a hypothetical construct of Chinese core self-evaluation proposed by Gan, et al ( 2007) . Three hundred and thirteen Chinese joint venture employees completed the Qingnian Zhongguo Personality Scale (QZPS) and other questionnaires. Results indicate that Chinese core self-evaluation, which is composed of Collective self-esteem, Kindness, Talents, and Ways of life, had significant correlations with job outcome variables. These four traits had an average validity of 0.29 on job performance, and the factor analysis provides preliminary evidence for a theoretical construct of Chinese core self-evaluation.

The present study revised the Chinese proactive personality scale and explored the effects of college graduates' proactive personality on their career decision-making self-efficacy(CDMSE), and the moderate role of the job hunting stress in the path. A sample of 120 graduates completed the preliminary back-translated Chinese version of proactive personality scale(PPS). Another sample of 196 graduates completed a battery of structured questionnaires including the final Chinese version of PPS, scale of CDMSE for university students and employ stress questionnaires for college seniors (ESQ). Reliability and validity of PPS were analyzed and a hierarchical regression analysis was processed to examine the moderate role of job hunting stress in the path between proactive personality and CDMSE. All psychometric indexes of the revised PPS were satisfying (the Cronbach α index were 0.86). Proactive personality is significantly associated with CDMSE, accounted for 15.3% of the total variance of CDMSE. The product of centered PPS and job hunting stress had significant contributions, accounted for 4.0% of the total variance of CDMSE.

The objective of the present study is to identify the structure of core self-evaluation and explore its relationship with burnout among Chinese college students. One hundred eighty-four university students completed the Maslach Burnout Inventory-Student Survey (MBI-SS), Rosenberg Self-Esteem Scale (SES), General Self-Efficacy Scale, Rotter's Locus of Control Scale, the Neuroticism dimension of Eysenck Personality Questionnaire (EPQ), and Luhtanen & Crocke's Collective Self-esteem Scale. Results indicate that three of the four classic dimensions of core self-evaluation?self-esteem, general self-efficacy and collective self-esteem correlate positively with all three burnout dimensions，whereas neuroticism correlate negatively with all three burnout dimensions. On the other hand, locus of control fail to correlate significantly with any burnout dimensions. In three hierarchical models predicting burnout dimensions, collective self-esteem demonstrats significant increment variances of 2.4%-4.9% beyond four western classic core self-evaluation dimensions.The present study reveales an improtant component of core self-evaluation among Chinese college students:collective self-esteem.

In this study the moderating effect of personality on the relation between organizational culture and job satisfaction was examined. About 168 enterprise employees who were from different kinds of organizations in two provinces of China were surveyed. Hierarchical regression was conducted to test the significance of interaction between organizational culture and job satisfaction. Two dimensions of organizational culture (team orientation, stability) and two dimension of personality (extraversion, relationship-orientation) were selected into the questionnaire. Data shows that: extraversion can moderate the effect of team orientation on job satisfaction. Relationship-orientation can moderate the effect of stability on job satisfaction. It was suggested that when designing institution and culture, managers should take employees' individual differences into consideration.

In recent years, the foreign researchers proposed that selfesteem, general self-efficacy, locus of control and neuroticism construct a more global, more fundamental factor, named core self-evaluation. This factor was found to be related to job satisfaction and job performance. Using a sample of university undergraduate (n=244), the present study examines if the core self-evaluation fits in the Chinese culture. A second-order factor analysis is conducted, and the factor structure is found to be perfectly fitted. At last, suggestions are made for future research.