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Background. Hemorrhagic fever-like illness caused by a novel Bunyavirus, Huaiyangshan virus (HYSV, also known as Severe Fever with Thrombocytopenia virus [SFTSV] and Fever, Thrombocytopenia and Leukopenia Syndrome [FTLS]), has recently been described in China Methods. Patients with laboratory-confirmed HYSV infection who were admitted to Union Hospital or Zhongnan Hospital between April 2010 and October 2010 were included in this study. Clinical and routine laboratory data were collected and blood, throat swab, urine, or feces were obtained when possible. Viral RNA was quantified by real-time reverse-transcriptase polymerase chain reaction. Blood levels of a range of cytokines, chemokines, and acute phase proteins were assayed. Results. A total of 49 patients with hemorrhagic fever caused by HYSV were included; 8 (16.3%) patients died. A fatal outcome was associated with high viral RNA load in blood at admission, as well as higher serum liver transaminase levels, more pronounced coagulation disturbances (activated partial thromboplastin time, thrombin time), and higher levels of acute phase proteins (phospholipase A, fibrinogen, hepcidin), cytokines (interleukin [IL]-6, IL-10, interferon-c), and chemokines (IL-8, monocyte chemotactic protein 1, macrophage inflammatory protein 1b). The levels of these host parameters correlated with viral RNA levels. Blood viral RNA levels gradually declined over 3- 4 weeks after illness onset, accompanied by resolution of symptoms and laboratory abnormalities. Viral RNA was also detectable in throat, urine, and fecal specimens of a substantial proportion of patients, including all fatal cases assayed. Conclusions. Viral replication and host immune responses play an important role in determining the severity and clinical outcome in patients with infection by HYSV. [ABSTRACT FROM AUTHOR]

Chinese people are known to be strong in dialectical thinking - a cognitive tendency toward the acceptance of contradiction. Based on this finding, we conceptualized cooperative and competitive orientation as two distinct constructs that represent individual beliefs about and attitudes toward the nature of their relationship with others. We hypothesized that as stable individual differences, cooperative and competitive orientation would have differential effects on people's cognition and behavior. Adopting a contextualization approach to Chinese management research, we developed a seven-item cooperative orientation scale and a six-item competitive orientation scale that demonstrated high reliabilities and validities. A laboratory experiment using the response latency method showed that people scoring higher on cooperative orientation responded significantly faster toward words of a cooperative nature, whereas people scoring higher on competitive orientation responded significantly faster toward words of a competitive nature. A field survey in multiple Chinese organizations further showed that cooperative and competitive orientation had differential effects on employee task performance and organizational citizenship behavior beyond the effects of the personality differences. The theoretical and practical implications of this study are discussed in the context of work groups in Chinese organizations and beyond. [ABSTRACT FROM AUTHOR]

Adopting a dynamic view of guanxi, we investigated how the closeness in Chinese coworker relationship changes as a function of interpersonal incidents, exploring factors such as the prior closeness level as well as the valence and job relevance of the incident. Two studies of PRC managers probed the content and dynamics of their coworker relationships. Results indicate that such relationships mix affective and instrumental ties. A key finding about changes is that the increase in closeness created by positive incidents was greater when the prior relationship was distant, and the decrease created by negative incidents was greater when the prior relationship was close. The implications of these findings for theory development and future guanxi research are discussed. [ABSTRACT FROM AUTHOR]

Group citizenship behaviour (GCB) is conceptualized as a distinct group-level phenomenon concerning the extent to which work groups engage in behaviours that support other work groups and the organization as a whole. These behaviours are different from task performance; they enhance and maintain the social and psychological environment in which task performance occurs. Based on the referent-shift consensus model ( ), we developed a GCB scale and examined its nomological network. In a sample of 148 work groups in the Hong Kong office of a multinational bank (a total of 743 employees), between-group differences in GCB were greater than within-group differences. GCB was positively associated with procedural justice climate and work group leadership support. Work group cohesiveness and group-organizational goal congruence interactively predicted GCB, as did the negative affective tone of the group and the group's negative affectivity homogeneity. In addition, GCB was positively related to group performance, and negatively related to employee turnover intentions. The theoretical and empirical implications of this study are discussed in the context of Chinese organizations. [ABSTRACT FROM AUTHOR]