This article introduces the theories of family functions, including two kind of theory. The first is result oriented, defining family functioning by specific features of family. The second is process oriented, describing family function from the tasks families need to complete. The authors review Olson annular mode theory and Beavers system theory as representatives of result oriented family function. Then, the authors introduce McMaster family functioning mode theory and Skinner's Family process model theory as representatives of process oriented family function. At the end of this paper, the authors analyze some possible research directions in the future.

Perceived Insider Status (PIS) is defined as the extent to which an individual employee perceives him or herself as an insider within a particular organization. It represents that employees have earned a "personal space" and acceptance inside their work organization. Researches show that PIS has a strong effect on employee's job performance and organizational citizenship behavior (OCB), etc. Through a review of PIS, this paper places emphasis on the elaboration of influencing factors and mechanisms of PIS from a concept perspective and tries to shed some light on not only the limitation of current researches, but also the new breakthrough points for future research.

The experience of workplace ostracism describes the extent to which an individual perceives that he or she is ignored or excluded at work. This article explores the intermediary and regulatory role of interpersonal trust and task interdependence, in order to identify how neuroticism affects new employees' experience of workplace ostracism. By using the data from 410 new enterprise staffs, the result shows that neuroticism positively affects the experience of workplace ostracism, and that interpersonal trust plays an intermediate role. The lower the task interdependence scores are, the stronger the relationship between neuroticism and experience of workplace ostracism will be.

Career success is a major field in the study of human resource management. Also career success is deeply concerned about employees and organizations, especially in organizations with no borders which provide many careers today. Employees can no longer be relied just on objective measures such as wages, job titles, authority and so on for indexes to measure career success. Subjective career success is more and more important for employees. This article attempts to make a summary on subjective career success definition using empirical research and putting forward the direction of future research.

Different from distributive and procedural justice, interactional justice refers to the perception of equity in the relationship between supervisors and employees, which is the most recent advance in the justice literature. This paper first gave a brief introduction to the development and formation of the definition of interactional justice as well as its measurement. Then it examined the antecedent variables of interactional justice from leaders and subordinates' perspectives and the outcome variables of interactional justice from the individual and organizational levels. Finally, it pointed out the limitations of current studies based on the overview and accordingly indicated that future research should integrate interactional justice to the study of leadership behavior, explore the integration mechanism of antecedent variables and outcome variables and strengthen the local research of interactional justice.