本研究探討中國管理層和員ェ的情商水平和領導風格，並與西方國家做比較。本研究的參與者（包括管理層和員工）是來自中國上海的雨間企業。本研究以中國人為對象，但顯示與以往西方研究的結果一致，表明情商和變革型領導風格是有正向的關係。研究結果還表明了在情商的四個範疇中，員ェ獲得最高分是自我情緒察覺，最低分是社會察覺，而管理層也在自我情緒察覺中獲得最高分，最低分是自我管理。在領導風格中，管理層獲得最高分是變革型領導風格，其次是交易型領導風格和最低分的放任型風格。在變革型領導風格的四個範疇中，管理層最高分是動機鼓舞，最低分是領導理想化的影響和個性化關懷。中國有著傳統的價值觀和文化背景，在中國與西方日益頻繁的互動中，本研究對管理產生了不同的理論和實踐方向。

This study explored the emotional intelligence level and leadership styles of Chinese managers and their employees’ in comparison to Western contexts. The study participants were employees and managers in two organisations in Shanghai’ China. Consistent with previous studies in the West’ the results of this study in China show that the relationship between emotional intelligence and transformational leadership style are positively correlated. The results also show that among the four dimensions or components of emotional intelligence’ the employees obtained the highest score in self-awareness and the lowest in social awareness’ while managers also obtained the highest score in self-awareness’ but the lowest in self-management. On leadership style’ managers obtained their highest score on transformational leadership style’ followed by transactional leadership style and the lowest score for laissez-faire style. Within the dimensions or components of transformational leadership styles’ managers’ scored highest at inspirational motivation and lowest at idealised influence (attributed) and individual consideration. Various implications for theory and practice arise from the study’ in the context of traditional Chinese values and culture’ alongside ongoing changes in terms of China’s increasing interaction with Western managerial practices.