Mainland China has undergone drastic social and economic changes in the last century. Rapid social changes often transform individual values and family structures, which directly affect the personality development process and life quality of human beings. The review of English and Chinese-language publications will enhance the readers¡¯ understanding of the Mainland Chinese personality features, coping resources and social changes. The research assessed the impact of social changes on the patterns of personality traits, stress coping resources, and life satisfaction of 2359 people in Mainland China. Participants completed three surveys: 1) the Coping Resources Inventory for Stress (CRIS) (Matheny, Curlette, Aycock, Pugh, & Taylor, 1987), 2) Satisfaction with Life Scale (Diener, Emmons, Larson, & Griffin, 1985), and 3) Basic Adlerian Scales of Interpersonal Success-Adult Inventory (Wheeler, Kern, & Curlette, 1995). Pearson Correlations, Univariate analysis of variance, Multivariate analysis of variance, and Multiple regression analyses were used to examine the relationship between personality types, stress coping resources, and life satisfaction for three generations. Income and gender factors were considered in analysis. The three generations do not have significant difference in personality as measured by BASIS-A. Females scored higher than males on Entitlement, Financial Freedom, and Satisfaction with Life. High income group scored significantly higher than middle and low income groups on Belonging-Social Interest, Softness, Taking Charge, and Wanting Recognition, Self Disclosure, Social Support, Financial Freedom, Physical Health, and Physical Fitness. Old generation scored significantly higher than the middle and young generations on Structuring and Satisfaction with Life. Old generation with low income scored significantly higher on Satisfaction with Life than young generation with high income. Within the young generation, middle income group perceived more Financial Freedom and Satisfaction with Life than the high and low income groups. Females with high income perceived less Physical Fitness than females with low and medium income. Entitlement, Financial Freedom, Coping Resource Effectiveness, age, and Belonging-Social Interest are found to be predictors of Satisfaction with Life among Chinese people. Findings of this study have important implications for the design of training programs aimed at assisting Chinese individuals and families to cope more healthfully with distressing circumstances and events. The results should also be useful in developing cross-cultural mental health tests.

Every employee embodies manifestations of every demographic that attach to him or her different minority and majority statuses at the same time. As these statuses are often related to organizational hierarchies, employees frequently hold positions of dominance and subordination at the same time. Thus, a given individual's coping strategies (or coping behavior) in terms of minority stress due to organizational processes of hierarchization, marginalization and discrimination, are very often a simultaneous coping in terms of more than one demographic. Research on minority stress mostly focuses on single demographics representing only single facets of workforce diversity. By integrating the demographics of age, disability status, nationality, ethnicity, race, sexual orientation, and religion into one framework, the intersectional model proposed in this article broadens the perspective on minorities and related minority stress in the workplace. It is shown that coping with minority stress because of one demographic must always be interpreted in relation to the other demographics. The manifestation of one demographic can limit or broaden one's coping resources for coping with minority stress because of another dimension. Thus the manifestation of one demographic can determine the coping opportunities and coping behavior one applies to situations because of the minority status of another demographic. This coping behavior can include disclosure decisions about invisible demographics. Therefore organizational interventions aiming to create a supportive workplace environment and equal opportunities for every employee (e.g. diversity management approaches) should include more demographics instead of focusing only on few. (author's abstract)