This study reviews historical development of Chinese administrative behavior research (mainly industrial/oranizational psychology) focusing upon the development of management reform policies that has taken place since the beginning of communist China under Mao in 1949. In China, broad areas relating to I/O psychology are divided into two disciplinary fields, namely managerial psychology and ergonomics. In addition to these academic fields, in early 1980s behavior science was introduced to cover new areas emerging out of business and economic growth. It was found that Chinese studies on administrative behaviors made a remarkable progress in personnel psychology (assessment and selection), leader behaviors (CPM leadership studies), motivation to work and reward systems, decision making and participation, joint venture operations, and engineering psychology and ergonomics. Development of these areas represents increasing modernization of China's management systems, however, further progress in administrative research is to be made to cope with the rapid industrialization facilitated by the socialist market economy policy since 1982. In conclusion, recommendations are made for the needed research areas to help promote the current socialist market economy policy. These areas include studies on 1) development of internal HRD systems, 2) implementation of organizational development programs unique to Chinese traditions, 3) developing decentralized decision making structure in the organization by creating participative leadership, and 4) creating new corporate culture independent of but compatible with Chinese national culture and ideology of socialism.

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Many studies on organizational stress have been accumulated in last two decades. This field of study, however, is now facing serious problems with respect to its model development and methodology of stress measurement. The purpose of this study was to explore the feasibility of application of IRT analysis to an organizational stress research for overcoming the problems. The data on PSRS (Psychological Stress Response Scale) obtained from 1, 410 employees working for a computer manufacturing company were analyzed by IRT. The results suggested;(1) Seven out of 53 PSRS items does not maintain appropriateitem characteristics, and (2) PSRS is useful for measuring the persons whose latent trait (stress response) are relatively high. It was also discussed that procedures of IRT analysis could be utilized not only to item analysis but also to model development of study on organizational stress.

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In order to explore principal motivation factors to Chinese employees, the Motivation-Hygiene Theory was applied to nine Chinese state-run and joint coporations of service and manufacturing industries in Beijing and Inner-Mongolia. Results of questionnaire survey reveal that task factors are principal for all companies. Significant differences beteen state-run and joint companies, advanced regions snd developing regions, service and manufacturing companies are found. Motivation factors are also influenced by job-position, job-grade, sex, age and educational background of employees.

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Presently, different types of employment are increasing, especially the number of female pert-timer workers has increased dramatically. This study attempted to explore which factors will contribute to satisfaction and motivation to work for female part-times. A questionnaire survey was conducted in 1994, and the 620 usable data (response rate 31%) were available for the present study.
Results of the analyses revealed the followings;(1) Both work satisfaction and motivation are influenced positively by the wage and the goal of career (keeping up the present condition), and negatively by the purpose of work (money), (2) Job satisfaction is influenced positively by the size of the establishment (large) and occupation (office work), and negatively by the demand for ability up to the regular worker's level, and the need for the fair treatment, (3) The motivation to work is influenced positively by the status (full-timer), the ability of management and judgment (demanded up to the level of regular workers), and the need for the fair treatment, and (4) Job satisfaction is influenced positively and very strongly by motivation.

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In order to explore the determinants of Turnover Intention (TI) of workers, researches have been conducted from various points of view: e. g., sociological, managerial (personnel administration), and psychological view. The argument as to which best describes and predicts, though, is still controversial. Particularly the argument pointing to the female workers' TI has less been matured. The purpose of this study is to clarify the determinants of TI of female workers from the view of organizational socialization.
Empirical study based on questionnaire survey was conducted for 286 female workers in different work settings, most of whose jobs were classified as clerical. The results of regression analyses revealed:(1) the variables of organizational socialization better explain the TI of female workers than conventionally used sociological (demographics), managerial (corporate policies), and psychological (job satisfaction and organizational commitment) predictors and (2) relatively less organizationally socialized female workers tend to have higher TI.

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