To exam ine the utility of the rev ised Life Orientation Test (LOT-R ) to measure optimism among Hong Kong Chinese, the psychometric properties of the revised and the original versions of the Life Orientation Test w ere compared. A total of 248 Hong Kong Chinese undergraduates w ere studied in the fall and 165 of these participants were tested agai n 5 months late r. Results indicated that the LOT-R is a reliable and valid measure of dispositional optimism among Hong Kong Chinese. Con® rmatory fac tor analysis showed that the LOT-R represents a one-fac tor model of optimism better than does the original ve rsion. Despite its brevity, the LOT-R is psychometrically sounder than the original sclae. These ® ndings point to the feasibility of replacing the original w ith the revised scale in future research among Hong Kong Chinese. However, the utility of the revised test in cross-c ultural comparisons may still be limited by the absence of emic components. Further research on optimism in the Chinese people w ith the LOT-R should pay more atte ntion to the identi® cation of e mic dimensions.L' utilite  du Life Orientation Test re  vise  (LOT-R) pour mesurer l' optimisme chez des chinois de Hong Kong est e  val ue  e en comparant les proprie  te  s psychome  triques des ve rsions originale et re  vise  e. Un e  c hantillon de 248 e  tudiants pre  gradue  s a e  te  e  tudie  a Á l' automne et 165 de ces participants ont e  te  reteste  s 5 mois plus tard. Les re  sultats indiquent que le LOT-R est une mesure ® able et valide de la tendance a Á l' optimisme chez les chinois de Hong Kong. Une analyse fac torielle con® rmatoire montre que le LOT-R repre  sente mieux que la version originale le mode Á le unifac toriel de l' optimisme. Bien qu' il soit bref, le LOT-R est une meilleure mesure que l' e  preuve originale. Ces re  sultats de  montrent qu' il e st possible maintenant de remplacer l' e  preuve originale par l' e  preuve re  vise  e dans les futures recherches sur les chinois de Hong Kong. Cependant, l' utilite  de l' e  preuve re  vise  e dans les comparaisons interculturelles peut encore demeurer limite  e a Á cause de l' absence de composantes e  miques. A Á l' ave nir, les travaux sur l' optimisme du peuple chinois qui utiliseront le LOT-R devront porter plus atte ntion a Á l' identi® cation des dimensions e  miques.

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Although Asians comprise 6.2% of the overall U.S. labor market and are the fastest growing and most diverse racial group in the country, they are the least likely among all race/ethnic groups to become executive leaders, especially Asian women. Scholarship on the bamboo ceiling has emphasized the model minority myth as an impediment for Asian Americans to advance into executive-level management positions; however, there has also been a dearth of research on Asian Americans and their experiences with workplace discrimination. Using data from the second wave of the 2016 National Asian American Survey (n ϭ 1,013), this study compares the responses of Asian Americans with other major race/ethnic groups, to include 10 Asian subgroups, to examine the prevalence of perceived discriminatory treatment in denied promotion decisions as a result of their race/ethnicity. The findings identify sources of heterogeneity and highlight higher degrees of perceived discrimination in denied promotion decisions, to include a disadvantage among females and a U.S.-born advantage, among several Asian ethnicities. What is the public significance of this article?The model minority myth often attributes the occupational achievement of Asian Americans to the highest echelon of the U.S. labor market; however, the author demonstrates that the bamboo ceiling-an invisible barrier that impedes upward mobility-still exists for many Asian men and women as a result of their race/ethnicity.

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Most public organizations share values and beliefs and socially constructed patterns of action that guide the behavior of their employees, resulting in their unique organizational culture. Existing literature on police organizations describes an unmistakable culture that celebrates masculine values and a social structure that exists purposely and specifically to repress female officers. Using a survey data set of 1,114 female federal law enforcement officers, this research employs coarsened exact matching to examine perceived inclusion and its effects on women experiencing disrespect by male colleagues and incidences of sexual harassment and sexual discrimination. In addition, reporting behavior is captured for female officers who experience wrongful conduct. The study finds that women who report working in an inclusive organizational culture are less likely to experience pervasive negative attitudes from their male colleagues or occurrences of sexual harassment and sexual discrimination. However, the existence of an inclusive organizational culture did not show a significant difference in reporting sexual harassment or sexual discrimination if women experienced such wrongful behavior.