因應中國大陸十二五計劃明訂二大未來經濟發展方向，中國當局對內陸地區的基礎投資明顯提升，為使鄉村城鎮化，以及區域分配勞動力重新洗牌，造成近一、二年來沿海地區的台商企業持續受到缺工所苦。然而，中國工資提高及經濟結構的改變，以及中國大陸將從世界工廠轉向世界市場，此經濟結構的巨變，也將對全球經濟帶來深遠的巨變，從國際的角度上來看，製造業模式可能會面臨一次全面性的調整。隨著中國逐漸崛起，台灣企業的低成本模式走到瓶頸，種種跡象顯示，台灣企業正迫切需要一個管理的質變，大陸台商過去深耕歐美的外銷經驗已不再管用，需徹底顛覆原本對策略規劃、人才培育的想像，才能在中國打贏這場不一樣的戰爭，因此，未來企業在於掌握變革最大的動力的中階主管的徵選上，須更加重視。此外，人格特質、情緒商數與文化商數能有效預測及影響個人在職場表現的關鍵因素。
    因此，本研究主要目的試圖整合學者的觀點，探討過去學者研究的結果，經由文獻分析與問卷的方式來探討文化商數、人格特質、情緒智力與工作績效變數間之關聯性。而以廣東省與江蘇省之大陸台商電子製造業為研究範圍與研究對象，以回收的210份有效問卷驗證本研究之假設，採用樣本特性分析、因素分析與信度分析、敘述性統計分析、單因子變異數分析、相關分析、迴歸分析，用以驗證本研究提出之假設，以文化商數，人格特質及情緒商數為自變數，工作績效為依變數，歸納出結論如下：
一、國籍、年齡、年資及職務類的不同，在各變數的認知程度上無差異。
二、學歷愈高之中階主管，對於經驗開放性愈強。
三、大陸台商中階主管之文化商數對工作績效無相關性。
四、大陸台商中階主管人格特質之「親和勤正性」及「經驗開放性」對工作績效的具有顯著正向影響。
五、大陸台商中階主管人格特質之「外向性」對工作績效的「工作成果」有負向影響。
六、大陸台商中階主管人格特質之「情緒穩定性」對於「工作行為」及「工作成果」均無顯著影響。
七、大陸台商中階主管之情緒商數對工作績效具有顯著正向影響。
    綜合以上之結論與相關探討分析之發現，提供實務界之參考，建議在人力資源管理所普遍運用的選才、訓才、用才、留才等四個循環中，慎選人才是人力資源管理的開始，根據本研究的實證資料可以發現：量化的文化商數、關鍵性人格特質構面與情緒智力不僅可以用於企業遴選適合的人才，同時亦可作為訓練需求的根據，而非只侷限在傳統的工作技能，相信藉由人力資源管理循環的緊密結合，將是企業永續經營的最佳保證。

Based on the China’s 12th five-year plan, Chinese government has significantly improved its investment in inland infrastructure, made rural area urbanized, and reorganized labor distribution. This situation makes Taiwanese corporation in Mainland China in the coast area facing the shortage of workers. However, the rising salary and changing economic structure are making China transforming from world factory to world market, and this change will further give rise to far-reaching influence to the global economy. From international point of view, manufacturing industry may face a comprehensive adjustment. As China gradually rise, the low-cost business model for Taiwanese enterprises come to the bottleneck. Taiwanese corporations in Mainland China desperately require management change, the old model of manufacture in China and export to Europe and U.S. is no longer working. They need to change their original planning and talent training model to win the battle. The engine that drives the enterprise to the future is hold by their middle-level managers. Therefore, the cultural intelligence, personality trait, and emotional intelligence of middle-level manager are useful to predict and influence job performance.
    The purpose of this research is to combine the point of view of related scholars to analyze the result of past studies. This research is conducted with literature analysis and questionnaire to discuss the connection between cultural intelligence, personality trait, emotional intelligence and job performance. The target of this research is to discuss the middle-level manager of Taiwanese electronic manufacturing corporation in Mainland China around Kwangtung and Jiangsu. This research recovered 210 valid questionnaires, and used sample characteristic analysis, factor and reliability analysis, description analysis, one-way ANOVA analysis, correlation analysis and regression analysis to test the assumptions. The cultural intelligence, personality trait and emotional intelligence are used as independence variables, while job performance is conducted as dependence variable. The conclusions of this research are as below:
1. Nationality, age, seniority and work function has no influence on variables.
2. Education level has positive influence on openness to experience.
3. Cultural intelligence of Taiwanese corporation in Mainland China has no influence on job performance.
4. Personality Trait - Agreeableness and conscientiousness and openness to experience of Taiwanese corporation in Mainland China has significant positive influence on job performance.
5. Personality Trait - Openness to experience of middle-level managers in Taiwanese Corporation in Mainland China has negative influence on job result.
6. Personality Trait - Emotion Stableness of middle-level managers in Taiwanese Corporation in Mainland China has no significant on job behavior and job result.
7. Emotional Intelligence of middle-level managers in Taiwanese Corporation in Mainland China has significant positive influence on job performance.
    The findings suggest that among the four cycles of selecting, training, designating, and retaining, which are commonly applied in human resource management, talent selection is the foundation of the HR management. According to the practical research, we could find that besides the traditional job skills, culture intelligence, critical personality traits, and emotional intelligence could be applied not only to talent selection but also to the basis of training. We concluded that the intense combination of HR management cycle can be the best guarantee for a sustainable business.

目錄
目錄	I
表次	III
圖次	V
第一章  緒論	1
第一節  研究背景與動機	1
第二節  研究目的	6
第二章　文獻探討	7
第一節  中階主管之組織定位及功能	8
第二節  各變數之定義及內涵	13
第三節  變數間的關係及研究假設	32
第三章 研究方法	38
第一節  研究架構與假設	38
第二節  變數定義與衡量	39
第三節  問卷設計	42
第四節  抽樣方法	43
第五節  資料分析方法	43
第四章  資料分析	46
第一節　樣本特性分析	46
第二節　因素分析及信度分析	48
第三節　敘述性統計分析	57
第四節　單因子變異數分析	63
第五節　相關分析	67
第六節　迴歸分析	70
第五章  結論與建議	74
第一節  結論	74
第二節  管理意涵	78
第三節  研究限制	79
第四節  研究建議	80
參考文獻	82
一、中文部份	82
二、英文部分	84
附錄：問卷	95
 
表次
表2-1   各學者對於文化商數(文化智能商數)的定義整理表	14
表2-2   各學者對於人格特質之分類	20
表2-3   五大人格特質之意義及典型特徵	21
表2-4   情緒商數的競爭模式	24
表2-5   SALOVEY AND MAYER情緒商數理論內容整理	26
表2-6   SALOVEY AND MAYER修正情緒商數內容整理	27
表2-7   GOLEMAN情緒商數內容整理	29
表2-8   工作績效構面分類	32
表3-1   問卷題目整理	42
表4-1   樣本特性分佈表	47
表4-2   各變數KMO值與BARTLETT檢定	48
表4-3   文化商數因素分析結果	50
表4-4   人格特質因素分析結果	51
表4-5   情緒商數因素分析結果	53
表4-6   工作績效因素分析結果	54
表4-7   各變數之信度分析	56
表4-8   文化商數敘述性統計	58
表4-9   人格特質敘述性統計	59
表4-10  情緒商數敘述性統計	60
表4-11  工作績效敘述性統計	61
表4-12  各變數及構面之敘述性統計	62
表4-13  不同國籍各構面之變異數分析	63
表4-14  不同年齡各構面之變異數分析	64
表4-15  不同年資各構面之變異數分析	65
表4-16  不同職務類別各構面之變異數分析	66
表4-17  不同學歷各構面之變異數分析	67
表4-18  各構面之相關性分析	69
表4-19  各構面之迴歸分析結果	70
表4-20  研究結果之列表	73
表5-1   人口統計變數對各構面因素之差異性分析	75
 
圖次
圖 2-1  不同層級主管所需管理能力	12
圖 3-1  研究架構	38
圖 4-1  修正後之研究架構	54

一、中文部份
司徒達賢(2009年10月)。中階主管需要的個案教學，天下雜誌，432， 162。
朱慶龍(2002）。五大人格特質、工作價值觀和工作滿意三者相互關係之研究。碩士論文，政治大學心理學研究所，台北市。
李炳賢(2005)。中階主管的人格特質、領導風格及情緒智力與工作績效關聯之研究－以汽車零件製造業為例。碩士論文，國立成功大學管理學院高階管理碩士在職專班，台南市。
汪振昌(2003)。外派人員海外適應及其工作滿足之研究－以大陸設廠之台灣筆記型電腦業為例。碩士論文，銘傳大學管理科學研究所碩士在職專班，台北市。
周岐文、吳美慧(2011年3月)。路易斯拐點，今周刊，741，58-72.
周惠莉(2003)。五大人格特質、性別角色與轉換型領導關聯性之研究。碩士論文，中原大學企業管理學系，中壢市。
林文政(2011年4月)。人資的軟技巧與硬功夫，經理人，77，28-29。
林明宏〈2002〉。我國企業外派人員適應因素及指標建構之研究。碩士論文，長榮大學經營管理研究所，台南市。 
郝明義(1999)。工作DNA。台北：大塊文化。
馬岳琳(2010年7月)。中階主管必備五大能力，天下雜誌，68-72.
張芳菊(2006)。半導體產業從業人員華人人格對工作壓力知覺影響之研究－以情緒智力為調節變項。碩士論文，南台科技大學技職教育與人力資源發展研究所，台南縣。
張春興(1991)。現代心理學。台北：東華書局。
莊佩諭(2008)。海外派遣人員之人格特質、組織支援、海外適應性與工作績效間關係之研究。碩士論文，逢甲大學企業管理研究所，台中市。
許哲昌(2005)。海外派遣人員之人格特質、海外適應情形對其工作績效之影響-以中國石油股份有限公司為例。碩士論文，國立嘉義大學管理研究所，嘉義縣。
連俊瑋(2006)。創業家多元智能與社會資本對創業行為之影響－資訊軟體產業創業家與資訊從業人員之比較。博士論文，國立中央大學人力資源管理研究所，中壢市。
郭欣易(2000)。人格特質與激勵偏好、工作態度、工作表現之相關性研究。碩士論文，世新大學觀光事業研究所，台北市。
陳威有(2002）。外派大陸人員海外適應力對員工工作績效之影響。碩士論文，大葉大學國際企業管理研究所，彰化縣。
陳昭輝 (2003)。主管的領導型態、情緒能力與員工對工作投入關係之研究。碩士論文，國立中正大學企業管理研究所，嘉義縣。
陳逸民(2011年04月20日)。台灣投資大陸金額全球第2【新聞群組】。取自http://www.digitimes.com.tw/TW/DT/N/ SHWNWS.ASP? CNLID=9&CAT=150&ID=0000229428 _GQT3BCL336QMJD7TNUL1N&CAT1=10&CT=C#ixzz1K3EhTI2b.
黃麗莉(1990)。組織行為學，台北：揚智出版。
楊國樞(1989)。中國人的蛻變。台北：桂冠圖書公司。
廖勇凱、譚志澄(2006)。跨國人資管理實戰法則，台北：汎亞人力資源出版。
蔡佩玲(2010)。中階主管存在功能之研究。碩士論文，國立中央大學人力資源管理研究所，中壢市。
蔡佳惠(2007)。國際團隊全球領導力對子公司創業取向的影響—以金融業為例。碩士論文，國立中山大學人力資源管理研究所，高雄市。
蔡維奇(2000)。招募策略-精挑細選之戰術，人力資源管理的12 堂課，天下遠見出版股份有限公司，頁54。
蕭筱筠(2003)。中國人個性量表與工作績效之關聯性研究-以A公司主管人員為例。碩士論文，中央大學人力資源管理研究所，中壢市。

二、英文部分
Abraham, R. (2000). The role of job control as a moderator of emotional dissonance and emotional intelligence-outcome relationships. Journal of Psychology, 134(2), 169-184. 
Allport, G. W. (1937）. Personality：A Psychological Interpretation. New York：Holt, Rinehart and Winston, Inc,
Allport, G. W. (1961). Pattern and Growth in Personality. New York: Holt, Rinehart and Winston, Inc. 
Allport, G. W., & Odbert, H. S. (1936). Trait-names: A psycho-lexical study. Psychological Monographs, 47, 23-35. 
Alon, I., & Higgins, J. M. (2005). Global leadership success through emotional and cultural intelligence, Business Horizons, 48(6), 501-502. 
Ang, S., Dyne, L. V., & Koh, C. (2004). Cultural intelligence: Development andcross-validation of a four-factor measure. Paper presented at the annual meeting of the Society for Industrial and Organizational Psychology, Chicago, IL. 
Ang, S., Dyne, L. V., & Koh, C. (2006). Personality correlates of the four-factor model of cultural intelligence. Group and Organization Management, 31, 100–123. 
Ang, S., Van Dyne, L., Koh, C., Yee Ng, K., Templer, K. J., Tay C., & Chandrasekar, N. A. (2007). Cultural Intelligence: Its Measurement and Effects on Cultural Judgment and Decision Making, Cultural Adaptation and Task Performance, Management and Organization Review, 3, 335-371. 
Aydin, M. D., Leblebici, D. N., Arslan, M., Kilic, M., & Oktem, M. K. (2005). The impact of IQ and EQ on pre-eminent achievement in organizations: implications for the hiring decisions of HRM specialists. International Journal of Human Resource Management, 16(5), 701-719. 
Bandura, A. (2002). Social cognitive theory in cultural context. Applied Psychology: An International Review, 51, 269–290. 
Bar-On, R. (1997). The Emotional Intelligence Inventory (EQ-I): Technical Manual, Toronto, Canada: Multi-Health Systems. 
Baron, R. A., Neuman, J. H., ＆ Geddes, D. (1999). Social and personal determinants of workplace aggression: evidence for the impact of perceived injustice and the Type A Behavior Pattern. Aggressive Behavior, 25(4), 281-296. 
Barrick , M. R., & Mount, M. K. (1991). The Big Five personality dimensions And job performance：A meta-analysis. Personnel Psychology, 44(1), 1-26.
Barrick, M. R., Mount, M. K., ＆ Judge, T. A. (2001). Personality and performance at the beginning of the new millennium: what do we know and where do we go next?, International Journal of Selection and Assessment, 9, 9-30. 
Barrick, M. R., Mount, M. K., & Strauss, J. P.（1993）. Conscientiousness and performance of sales representatives：Test of the mediating effects of goal setting. Journal of Applied Psychology, 78, 715-222. 
Borman, W. C. & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. Personnel selection in organizations, San Francisco, Jossey-Bass, 271-362. 
Brislin, R., Worthley, R., & MacNab, B. (2006). Cultural intelligence: Understanding behaviors that serve people’s goals. Group and Organization Management, 31, 40–55. 
Brouthers, K. D. (2002). Institutional, cultural and transaction cost influences on entry mode choice and performance. Journal of International Business Studies, 33(2), 203-223. 
Bucher, R. (2008). Building Cultural Intelligence (CQ) Nine Megaskills. Upper Saddle River, NJ: Pearson Education Inc. 
Caligiuri, P. M. (2000). The Big Five Characteristics as predictors of expatriate’s desire to terminate the assignment and supervisor-rated performance. Personnel Psychology, 53, 67-88.
Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In M. D. Dunnette, & L. M. Hough(Eds.), Handbook of industrial and organizational psychology, Palo Alto, CA, Consulting Psychologists Press, 1, 687-732. 
Carmeli, A. (2003). The relationship between emotional intelligence and work attitudes, behavior and outcomes: an examination among senior managers. Journal of Managerial Psychology, 18(8), 788-813. 
Castro, S. L., Douglas, C., Hochwarter, W. A., Ferris, G. R., & Frink, D. D. (2003). The effects of positive affect and gender on the influence tactics-job performance relationship. Journal of Leadership and Organizational Studies, 10(1), 1-18. 
Cattell, R. B. (1965). The Scientific Analysis of Personality. Baltimore, MD:Penguin.
Cattell, R. B. (1943). The description of personality: Basic trait Resolved into clusters, Journal of Abnormal and Social Psychology, 38, 476-506.
Connerley, M. L., & Pedersen, P. B. (2005). Leadership in a Diverse and Multicultural Environment:Developing Awareness, Knowledge, and Skills. Thousand Oaks, CA: Sage Publications.
Costa, P. T. Jr. & McCrae, R. R. (1989). The structure of interpersonal traits：Wiggin’s circumplex and the five-factor model. Journal of personality & Social Psychology, 56, 586-595.
Costa,P. T. Jr., & McCrae, R. R. (1992). Four ways five factors are basic. Personality and Individual Differences, 13, 653-665. 
Cote, S., & Miners, C. T. H. (2006). Emotional intelligence, cognitive intelligence, and job performance. Administrative Science Quarterly, 51(1), 1-28.
Dollinger, S. J., & Orf, L. A. (1991). Personality and performance in personality. Conscientiousness and Openness. Journal of Research in Personality, 25 (3), 276-284. 
Druskat, V. U., & Wolff, S. B. (2001a). Building the emotional intelligence of groups. Harvard Business Review, 79, 81-90. 
Druskat, V. U., & Wolff, S. B. (2001b). Group emotional intelligence and its influence in group effetiveness. In C. Cherniss, & D. Goleman (Eds.), The emotional intelligent workplace: How to select for, measure and improve emotional intelligence in individuals, groups, and organizations, 132-155. 
Earley, P. C (2002). Redefining interactions across cultures and organizations: Moving forward with cultural intelligence, Research in Organizational Behavior, 24, 271-299. 
Earley, P. C., & Ang, S. (2003). Cultural intelligence: Individual interactions across cultures. Stanford, CA: Stanford University Press.
Earley, P. C., & Mosakowski, E. (2004). Cultural Intelligence, Harvard Business Review, 82(10), 139-146. 
Flavell, J. H. (1979). Metacognition and cognitive monitoring: A new area of cognitive-developmental inquiry. American Psychologist, 34, 906–911. 
Floyd, S. W. & Wooldridge, B. (1996). The Strategic Middle Manager: How to Create and Sustain Competitive Advantage.San Francisco: Jossey-Base.
Franzen, H., & Hardaker, M. (1994), How to Manage Managers: A Workbook for Middle Managers, New York : McGraw-Hill.
Friedman, M., & Rosenman, R. H. (1974). Type A behavior and Your Heart, New York: Knoph.
Fromm, E. (1947). Man for Himself: An Inquity into the Psychology of Ethics, New York: Hplt, Rinehart & Winston. 
Gardner, Howard (1993). Multiple Intelligences: The theory in practice. New York: Basic Books. 
Goldberg, L. R. (1981). Language and individual differences：The search for universals in personality lexicons. In L.Wheeler L. (Eds.), Review of Personality and social Psychology. Beverly Hills, CA：Sage Publications, 2, 141-166. 
Goleman, D. (1995). Emotional Intelligence : Why It Can Matter More Than IQ . New York: Bantam Books.
Goleman, D. (1998). Working with Emotional Intelligence. New York: Bantam Books. 
Goleman, D. (2004). What makes a leader? Harvard Business Review, 82(1), 82-91.
Gudykunst, W. B., & Ting-Toomey, S. (with Chua, E.) (1988). Culture and interpersonal communication. Newbury Park, Calif: Sage. 
Guieford, J. P. (1965). Fundamental Statistics in Psychology and Education. New York: McGraw-Hill.
Guilford, J.P. (1959). Personality. New York : McGraw- Hill. 
Hochwarter, W. A., Kiewitz, C., Gundlach, M. J., & Stoner, J. (2004). The Impact of Vocational and Social Efficacy on Job Performance and Career Satisfaction, Leadership and Organizational Studies, 10(3), 27-40. 
Hofstede, G. (2001). Culture’s consequences: Comparing values, behaviors, institutions, and organizations across nations. Thousand Oaks, Calif: Sage. 
Hough, L. M., Eaton, N. K., Dunnette, M. D., Kamp. J. D., & McCloy, R. A.（1990）.Criterion-related validities of personality constructs and the effect of response distortion on those validities. Journal of Applied Psychology, 75, 581-589. 
Huang, T. J., Chi, S. C., & Lawler, J. J. (2005). The relationship between expatriates’ personality traits and their adjustment to international assignments. The International Journal of Human Resource Management, 16(9), 1656-1670. 
Jordan, P. J., Ashkanasy, N, M., Hartel, C. E. J., & Hooper, G. S. (2002). Workgroup emotional intelligence: Scale development and relationship to team process effectiveness and goal focus. Human Resource Management Review, 12, 195-214. 
Jung, Carl Gustav (1921). Psychological Types, or the Psychology of Individuation, Princeton University Press, 290. 
Kaiser, H. F. (1970). A second generation little jiffy. Psychometrika, 35, 401-415. 
Kanfer, R., & Heggestad, E. D. (1997). Motivational traits and skills: A person-centered approach to work motivation. Research in Organizational Behavior, 19, 1–56. 
Katz, D. & Kahn, R. L. (1978). The Social Psychology of Organization. New York: Wiley. 
Katz, R. L. (1974). Skills of an Effective Administrator. Harvard Business Review,5(5), 90-102. 
Korman, A. K. (1977). Organization Behavior, Englewood Cliffs, New Jersey: Prentice-Hall.
Law, K. S., Wong, C. S., Huang, G. H. & Li, X. (2008). The effects of emotional intelligence on job performance and life satisfaction for the research and development scientists in China. Asia Pacific Journal of Management, 25(1), 51-69. 
Lee, Y.D., Lain, J. W. & Chen, C.Y. (1999). A study on the measurement of productivity for white-collar employees: a case of electronic industry in Taiwan. The Chinese Military Academy Journal, 345-361. 
Lievens, S. & Bruchon, S. M. (1991). Recruitment in Europe: Studies and Practices, Psychologie et Psychometrie, 12, 7-71. 
Livermore, D. (2009). Leading with cultural intelligence. AMACO. 
Mayer, J. D. & Salovery, P. (1997). Emotional Development and Emotional Intelligence : Educational Implications. NY: Basic Books. 
Mayer, J. D., & Salovey, P. (1997). What is Emotional Intelligence? in P. Salovey and D. Sluyter (edited), Emotional Development and Emotional Intelligence：Implications for educators, New York: Basic Books. 
Mayer, J. D., Salovey, P., & Caruso, D. (2000). Models of Emotional Intelligence. in R. J. Sternberg (edited), The Handbook of Intelligence, New York: Cambridge University Press, 396-420. 
McCrae, R. R. & Costa, P. T. Jr. (1986). Four Ways Five Factors Are Basic, Personality and Individual Differences, 13, 653-665.
Mount, M. K., Barrick, M. R., & Stewart, G. L. (1998). Five-Factor model of personality and performance in jobs involving interpersonal interactions. Human Performance, 11(2/3), 145-165.
Neuman, G. A. & Wright, J. (1999). Team effectiveness: beyond skills and cognitive ability. Journal of Applied Psychology, 84(3), 376-389. 
Ng, K. Y., & Earley, P. C. (2006). Culture and intelligence: Old constructs, new frontiers. Group and Organization Management, 31, 4–19. 
Norman, W. T. (1963). Toward and adequate taxonomy of personality attributes: Replicated factor structure, Journal of Abnormal and Social Psychology, 66, 574-583. 
Offermann, L. R., & Phan, L. U. (2002). Culturally intelligent leadership for a diverse world In R. E. Riggio, S. E. Murphy, & F. J. Pirozzolo (Eds.), Multiple intelligences and leadership. Mahwah, NJ: Erlbaum, 187-214. 
Pervin, L. A. (1970). Personality: Theory and research. New York: Wiley. 
Peterson, B. (2004). Cultural Intelligence: A Guide to Working with People from Other Cultures, Intercultural Press. 
Piedmont, R. L., & Weinstein, H. P., 1994. Predicting Supervisor ratings of job performance using the NEO Personality Inventory. Journal of Psychology, 128 (3), 255-265. 
Robbins, S. P. (1998). Organizational behavior-concepts, controversies,and applications, 8th ed., Upper Saddle River, New Jersey: Prentice Hall..
Robbins, S. P. (2003). Organizational Behavior, 10th ed., New Jersey: Pearson Education.  
Rotter, J. B. (1966). Generalized expectancies for internal versus external control of reinforcement, Psychological Monograph, 12, 48-80. 
Rozell, E. J., Pettijohn, C. E., & Parker, R. S. (2006). Emotional intelligence and dispositional affectivity as predictors of performance in salespeople. Journal of Marketing Theory and Practice, 14(2), 113-124. 
Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82(1), 30-43. 
Salovey, P. & Mayer, J. D. (1990). Emotional Intelligence, Imagination,Cognition and Personality, 9( 3), 185-211. 
Schermerhorn, J. R., Hunt, J. M. & Osborn, R. N. (2000), Managing Organizational Behavior, 6th ed., New York: John Wiley & Sons, Inc.
Scott, M., & Mitchell, J. (1972). The development of a money-handling inventory. Personality and Individual Differences, 17, 147-152. 
Shaffer, M. A., Harrison, D. A., Gregersen, H., Black, J. S., & Ferzandi, L. A. (2006). You can take it with you: Individual differences and expatriate effectiveness. Journal of Applied Psychology, 91, 109–125. 
Shumsky, N. J. (1992). Justifying the Intercultural Training Investment. The Journal of European Business, 4, 38-43. 
Spector, P. E. (2005). Introduction: emotional intelligence. Journal of Organizational Behavior, 26, 409-410. 
Sternberg, R. J. (1986). A framework for understanding conceptions of intelligence. In R. J. Sternberg & D. K. Detterman (Eds.), What is intelligence? Contemporary viewpoints on its nature and definition, 3–15. Norwood, NJ: Ablex. 
Stone-Romero, E. F., Stone, D. L., & Salas, E. (2003). The influence of culture on role conceptions and role behavior in organizations. Applied Psychology: An International Review, 52(3), 328–362. 
Tan, J. S. (2004). Cultural Intelligence and the Global Economy, Leadership in Action, 24(5), 19-21. 
Tett, R. P., Jackson D. N., Rothstein, M. (1991). Personality Measures as Predictors of Job Performance: A Meta-Analytic Review. Personnel Psychology, 44(4), 703~742. 
Thomas, D. C., & Inkson, K. (2005). Cultural intelligence: people skills for a global workplace, Consulting to Management,16(1), 5-9. 
Triandis, H. C. (1994). Culture and social behavior. New York: McGraw Hill.
Triandis, H. C. (2006). Cultural intelligence in organizations. Group and Organization Management, 31, 20–26. 
Tsaousis, I. ＆ Nikolaou, I. (2005). Exploring the relationship of emotional intelligence with physical and psychological health functioning. Stress and Health, 21(2), 77-86. 
Varca, P. E. (2004). Service skills for service workers: emotional intelligence and beyond. Managing Service Quality, 14(6), 457-467. 
Vinchur, A. J., Schippmann, J. S., Switzer, F. S., Ⅲ., & Roth, P. L., 1998. A meta-analytic review of predictors of job performance for salespeople. Journal of Applied Psychology, 83, 586-597. 
Wong, C. S., ＆ Law, K. S. (2002). The effects of leader and follower emotional intelligence on performance and attitude: an exploratory study. Leadership Quarterly, 13(3), 243-274. 
Wong, C. S., Law, K. S., & Wong, P. M. (2004), Development and validation of a forced choice emotional intelligence measure for chinese respondents in Hong Kong, Asia Pacific Journal of Management, 21(4), 535-559. 
Woodman, R. W., Sawyer, J. E., & Griffin, R. W. (1993). Toward a theory of organizational creativity. Academy of Management Review, 18(2), 293- 321. 
Wright, P. M. & Boswell, W. R. (2002). Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research, Journal of Management, 28(3), 247-276.