28th International Congress of Psychology August 8 ... - U-netSURF

impact on helping, one of dimensions of OCBs.
5028.93 HRM practices, manufacturing strategy and organizational performance in China,
Yunxia Fan 1 , Jianan Zhong 1 , Ziguang Chen 2 , 1 Psychology and Behavior Department of
Zhejiang University, China, 2 City University of Hong Kong, China
The research was about the relationships between HRM practices, manufacturing strategy, and
organizational performance in China. There were three key propositions in recent SHRM research,
e.g. universalistic, configurational and contingency hypothesis. These propositions should be
addressed in the diversified manufacturing environment emerging in Mainland China. Over 100
general managers of manufacturing firms in Mainland China were interviewed. The results found
significant relationships between some HRM practices and the performance of the firms and
between specific dimensions of HRM practices (training and development, compensation systems)
and performance.
5028.94 Determinants of successful administration of merit-based personnel treatment, Kiyoshi
Takahashi, Kobe University, Japan
Owing to the experience of long recession, Japanese companies have shifted their systems of
personnel treatment from seniority-oriented procedure to merit-based procedure. Yet, employees
are unwilling to accept the new system and observe it implemented poorly. This study investigates
the determinants of successful administration of promotion and wage increase based on individual
merit. Data were collected from 231 Japanese employees. Results found that decrease of wage
gaps and increase of promotion speed differences in a cohort, improvement of individual and
organizational motivation levels, and fairness in performance appraisals were the important factors
for a successful administration of merit-based treatment.
5028.95 Trainee reactions as predictors of transfer: The important difference between affective
reactions and utility judgments, Jeannette Zempel, Klaus Moser, University of
Erlangen-Nuernberg, Department of Organizational and Social Psychology, Germany
Validity and determination of different training reaction criteria were examined. It was
hypothesized that utility judgments can predict transfer better than affective reactions because of
their stronger determination by transfer relevant factors. Transfer relevant factors (motivation to
transfer, working conditions, learning outcome), affective reactions, utility judgments and transfer
(applied behaviour on the job) were examined in a longitudinal study (N=203 trainees). Results
revealed that utility judgments predicted transfer, whereas affective reactions exerted no influence
on transfer. In addition, utility judgments mediated the relationship between transfer relevant
factors and transfer as well as between transfer relevant factors and affective reactions.
5028.96 Analysis on assessment indexes of senior middle school teacher’s job satisfaction in
Henan province, Huoliang Gong, Huiying Zhang, Department of Education and Science,Henan
University, China
Based on the review of current research situations about the teacher job satisfaction, the paper
made a tentative study on assessment index of senior middle school teacher’s job satisfaction in
Henan Province, according to the regionalism and timeliness of job satisfaction. The main result is
as follows: There are eight kinds of assessment indexes of senior middle school teacher’s job
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