Leader development scholarship and practice has been studied in the Western cultural background for many years; however, there has been limited research on such topic based on Chinese culture. This thesis is aimed at finding out the leader development practice model in Greater China. 114 articles have been reviewed in this study, which focus on leader development theories in different topic areas to describe the current situation of leader development in Greater China. The main finding is that there is a large gap in this field, and there is research to describe different leadership theories applied in different organizations in China. But little is known about studies to learn or develop a training process.

Employee Organizational Citizenship Behavior (OCB) can have a significant impact on organizational performance. The frequency of employee OCB is positively related to transformational leadership. This study utilized this established positive relationship between transformational leadership and employee OCB, and rigor tested if this relationship was impacted by the size of the organization. Size as a moderating factor hasn’t really been studied between this relationship of transformational leadership and OCB in the US. I proposed size as a moderating variable because access to an employee’s leader can have an impact on the frequency and quality of employee OCB. Participants (N=131) were invited to respond to an online survey about the frequency of their own OCB as well as their interactions with their transformational leader. Participants were provided definitions for both OCB and transformational leadership to receive accurate results. Results showed that the effects of transformational leadership on employee OCB matter substantially in larger organizations when compared to small organizations. Findings revealed that employees in larger organizations tend to perform acts of OCB less often when they didn’t perceive that their transformational leader was accessible. This study sets the ground for further research into this phenomenon of whether size impacts employee OCB when they have a transformational leader in the United States. Further research is recommended to investigate whether this impact is exclusive to transformational leadership or are other types of leadership also impacted. Keywords: transformational leadership, Organizational Citizenship Behavior (OCB), leadership behavior, organizational size.

The work environment can have a measurable impact on the extent to which a person generates new and potentially useful ideas. The present study tested a comprehensive model of personality and employee creativity, moderated by the work environment. I proposed moderation effects that physical and social-organizational elements in the work environment as well as workplace flexibility may have on employee creativity. Participants (N = 81) were invited to take an online survey examining personality traits, the work environment, and creativity. Results showed that openness to experience was a significant predictor of employee creativity. Findings also suggested that the relationship between personality and employee creativity is altered by social-organizational elements in the work environment. Specifically, employees with high levels of openness displayed more divergent thinking and creative behavior in the office work environment when levels of realized social-organizational elements were high. Additionally, employees with high levels of extraversion engaged in less creative behaviors in the home work environment when levels of realized social-organizational elements were very low. The relationship between personality and employee creativity is also altered by the perceived importance of social-organizational elements in the workplace in general. Findings revealed that employees with high levels of openness displayed more creative behavior and ideational behavior when the perceived importance of social-organizational elements in the workplace in general was high. Conversely, findings revealed that employees with high levels of extraversion displayed less creative behavior and ideational behavior when the perceived importance of social-organizational elements in the workplace in general was low. Given the lack of research exploring moderating effects of the work environment on creativity, further research is recommended to investigate the impact of both physical and social-organizational elements and workplace flexibility on employee creativity, the ability to generate novel and potentially useful ideas.