Yueh-Ting Lee

Stereotype Accuracy: Toward Appreciating Group Differences.

This volume presents research related to stereotype accuracy, arguing that understanding stereotype accuracy is crucial to both social psychology and its applications, such as improving intergroup relations. The first chapter traces the history of stereotypes and includes definitions.

Are Americans more Optimistic than the Chinese

A total of 613 subjects, including257 White American students, 312 mainland Chinese students, and 44 Chinese American students, completed the Attributional Style Questionnaire. It was found that (a) mainland Chinese were more pessimistic than Chinese Americans, who were more pessimistic than White Americans, (b) mainland Chinese were less self-blaming (i.e., attributed their failure less internally than the traditional Chinese culture expects) and attributed their success to other people or circumstances, and (c) White Americans had more lopsidedness or self-serving bias than Chinese Americans and mainland Chinese-that is, White Americans attributed their success to themselves and their failure to others or circumstances more often than did mainland Chinese. The authors also found that mainland Chinese optimism was associated more with academic and financial accomplishment, psychological confidence and persistence, and physical health.

Perceived In-Group Homogeneity as a Function of Group Membership Salience and Stereotype Threat

On the basis of Tajfel and Turners social identity theory and Brewers optimal distinctiveness model, salience of in-group membership and the nature of stereotypic expressions directed toward the recipients in-group are proposed to determine perceptions of in-group homogeneity. The results of an experiment testing these hypotheses indicate that (a) cognitive priming of group membership or social identity produces an increase in perceived in-group homogeneity, (b) negative stereotypic threats that are inconsistent with the recipients in-group autostereotype increase perceptions of in-group homogeneity, but (c) negative stereotypic expressions that are consistent with the recipients in-group autostereotype engender a heterogeneous view of the in-group. Results are discussed in terms of a model that incorporates both the cognitive and motivational determinants of perceived in-group variation.

Personality and Person Perception Across Cultures

Contents: Preface. Part I: Introduction. Y-T. Lee, C.R. McCauley, J.G. Draguns, Why Study Personality in Culture? L.A. Pervin, The Cross-Cultural Challenge to Personality. Part II: Basic Personality Differences Between Social and Cultural Groups. J.P. Rushton, Ethnic Differences in Temperament. D. Peabody, Nationality Characteristics: Dimensions for Comparison. C. McCauley, V. Ottati, Y-T. Lee, National Differences in Economic Growth: The Role of Personality and Culture. Part III: Personality Across Cultures. R. Diaz-Loving, J.G. Draguns, Culture, Meaning, and Personality in Mexico and in the United States. K. Zhang, Y-T. Lee, Y. Liu, C. McCauley, Chinese-American Differences: A Chinese View. B.I. Okeke, J.G. Draguns, B. Sheku, W. Allen, Culture, Self, and Personality in Africa. G. Oettingen, H. Maier, Where Political System Meets Culture: Effect on Efficacy Appraisal. P. Laungani, Cultural Influences on Identity and Behavior: India and Britain. L. Miller, Stereotype Legacy: Culture and Person in Japanese/American Business Interactions. Part IV: Implications of Studying Personality and Person Perception in Culture. V. Ottati, H.C. Triandis, C.H. Hui, Subjective Culture and the Workplace: Comparing Hispanic and Mainstream Naval Recruits. R. Brislin, Communicating Information About Culture and Personality in Formal Cross-Cultural Training Programs. C. McCauley, J.G. Draguns, Y-T. Lee, Person Perception Across Cultures.

Leadership and Management in China : Philosophies, Theories, and Practices

List of figures List of tables Preface Acknowledgements Introduction: The diversity and dynamism of Chinese philosophies on leadership Chao-Chuan Chen and Yueh-Ting Lee Part I. The Confucianism foundations: 1. The Confucian and Mencian philosophy of benevolent leadership Xin-Hui Yang, Yan-Qin Peng and Yueh-Ting Lee 2. Realistic Confucianism: Xunzi philosophy of sage-kingship Yan-Qin Peng, Chao-Chuan Chen and Xin-Hui Yang Part II. Alternative Chinese Traditional Leadership Philosophies: 3. Daoist leadership: theory and application Yueh-Ting Lee, Ai-Guo Han, Taammy K. Byron and Hong-Xia Fan 4. Leadership theory of legalism and its function in Confucian society Kwang-Kuo Hwang 5. Strategic leadership of Sunzi in the art of war Hai-fa Sun, Chao-Chuan Chen and Shi-He Zhang Part III. Modern Chinese Leadership Theories and Practices: 6. Paternalistic leadership in Chinese organizations: research progress and future research directions Jiing-Lih Farh, Jian Liang, Li-Fang Chou and Bor-Shiuan Cheng 7. The leadership theories and practices of Mao Zedong and Deng Xiaoping Xin-An Lu and Jie Lu 8. Chinese traditions and western theories: influences on business leaders in China Zhi-Xue Zhang, Chao-Chuan Chen, Leigh Anne Liu and Xue Feng Liu 9. Linking Chinese leadership theory and practice to the world: leadership secrets of the Middle Kingdom George Bear Graen.

Stereotypes as Categories of Knowledge: Complexity, Validity, Usefulness, and Essence in Perceptions of Group Differences*

类属性思维（stereotypes）在一定的程度上是对群体区别正确反映的类属信仰。类属性思维比我们一般假想的更为复杂。首先, 我们在本论文中探讨了在立体性的类属性思维 EPA 理论框架之下的多维度, 即类属性思维的三维度：评估、激活和准确度。同时还特别讨论了类属性思维与具体集体共识的表征特点的图腾信仰之间的密切关系。其次, 对于作为人类信仰一部分的类属性思维准确性莫衷一是的研究, 我们进行了全面综述, 并且本文还仔细考查文化类属性思维, 个体类属性思维, 个体与群体的判断, 准确性评判的标准, 和原分析的数据等等, 同时进一步表明类属性思维和客观现实性有密不可分的关系。最后, 我们指出类属性思维对解释群体和民族的区别非常重要, 特别是人的感知的实质性寓于实在的客观群体本身（＂感知的同一性＂）。我们认为, 类属性思维的过程, 对于高度的实体性和感知的实质性的群体来说, 具有深刻影响, 况且群体或部落（民族）的图腾也是其群体或民族的实体性的外在表现。尽管我们不可能解决同类属性思维的过程有关的所有争论,但我们所强调的观点是：类属性思维是人类相互影响和生存的有效类属性识别。

Employer Experience with Disabilities in Beijing, Hong Kong, and Chicago

Employer attitudes about individuals with disabilities vary with the amount of familiarity and type of disability. This study examined three experience factors of intimacy: experience, culture of employer, and type of disability. One hundred employers (Beijing = 30, Chicago = 40, Hong Kong = 30) were recruited to participate in qualitative interviews about their experiences with disabilities. Researchers coded responses according to employer report of disability experience with a family member, with an acquaintance, or not having experience. Results demonstrated that experiences varied by city. Chicago employers were more likely to report experience with family members than did those from Beijing or Hong Kong. Beijing employers reported more experience with acquaintances than did those from Chicago or Hong Kong. Hong Kong employers were more likely to report no experience with people with disabilities. This paper discusses the results in the context of cultural differences among the three cities.

The Quest for Today's Totemic Psychology: A New Look at Wundt, Freud and Other Scientists

Totems are symbols or representations of humans affiliations with, and/or categorizations of, animals, plants and inanimate objects. Totemism is related to fundamental human belief systems based on totems. Investigating totems and totemism psychologically is a unique way to explore human minds. We have critically examined Wundt, Freud and many other scholars and scientists who made distinguished contributions to scientific research on totems and totemism almost in the past two centuries –i.e., totemic psychology, which is the study of our minds categorization and affiliation in the human and natural world today. Understanding and appreciating their totemic psychology can help psychologists today enhance their understanding in other fields—e.g., ecological and environmental psychology, biological psychology, cognitive psychology, personality, social and ethnic psychology, clinical and counseling psychology, cultural psychology, and religious or spiritual psychology. Unfortunately, recent data from a content analysis via PsycInfo and a cross-cultural survey study (N=273) showed that well-trained psychologists around the world and psychology students in the United States and in China are unfamiliar with Wundt and Freuds totemic contributions to psychology today. The implications, benefits, and lessons of totems and todays totemic psychology are discussed here.

Daoism and Altruism: A China–USA Perspective

This chapter begins by addressing the basic Eastern and Western debates and findings about human altruism, including the relationship between altruism and Chinese Daoism (or Taoism). Daoism originated in China over 2,500 years ago, but its impact seems universal with regard to human beliefs and behavior. Second, we cover the Daoist water-like Big-Five model (which includes altruism) and review empirical cross-cultural results from two USA–China studies based on this model. Finally, the chapter concludes with a look at the implications of and prospects for this research.