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Focuses on the managers′ external career patterns; internal career beliefs about career goals, career tactics, career plans, satisfaction and motivation related to careers, and organizational practices which influence the careers of these managers. Also important is the political and economic climate affecting their career decisions beyond 1997. Includes as key findings a perceived lack of formal human resource planning in the companies, except the Government. Also present was the lack of consideration given to career planning among these managers. Suggests that companies in Hong Kong can do more for their managers in facilitating their career development. Managers should in turn be more proactive in managing their career growth.

Using qualitative data from 20 managers in four small Singaporean businesses in the services sector this article explores the issue of organisational commitment. The findings generally support those in the positivistic literature on organisational commitment. It also argues, however, that continuance commitment, largely seen as negative for organisations and performance, can be both positive and negative in certain circumstances. The article further suggests that owner/manager style in the businesses may have an important impact on manager commitment and that the future growth and development of these businesses may be stunted as a consequence of negative aspects of the entrepreneurial management style.

Drawing on both social identity theory (SIT) and social exchange theory (SET), the purpose of this paper is to theorize a moderated mediation model that links perceived high-performance work systems (employee-HPWS) to organizational identification (OID).

Findings are based on two-waved time-lagged data from a sample of 306 employees in four major state-owned commercial banks in South China. Hierarchical regression analyses and bootstrapping were used to analyze the data.

Distributive, procedural and interpersonal justice mediated the positive relationship between employee-HPWS and OID. Besides, perceived supervisor support moderated the relationship between employee-HPWS and organizational justice, the relationship between procedural justice and OID, and the indirect effect of employee-HPWS on OID through procedural justice.

This study considers the mediating and moderating mechanisms that link HPWS to OID, highlights differences between firm-level management-HPWS and individual-level employee-HPWS, and examines the antecedents of employee OID based on both SET and SIT.

The purpose of this paper is to examine the mediation role of psychological ownership for the organization (PO-O) in the relationships between human resource management (HRM) bundle and job satisfaction, affective commitment and job performance.

Based on multilevel data analysis, 705 employees from 162 small- and medium-sized enterprises in China, this study adopted an empirical design.

PO-O mediates the relationships between HRM bundle and job satisfaction, affective commitment and job performance.

These findings highlight the importance of HRM bundle to contribute to employees’ feelings of ownership for the organization and their well-being and job performance. Longitudinal design and multiple sources at multi-stage for data collection in future research would be required for the further understanding of the relationships between the variables of this study. A single organizational and cultural context is not sufficient; broader testing in different organizational and cultural contexts is required.

Managers should develop employees’ feeling of ownership by using HRM bundle. They can thus gain a competitive advantage by enhancing employees’ skills, knowledge and abilities, as well as improving their well-being and performance.

This study extends the current literature by providing theoretical and empirical explanations of the mediating role of psychological ownership in the HRM bundle-employee outcomes relationship using a cross-level research design.

Examines the compensation method used in state‐owned enterprises in the People′s Republic of China. A questionnaire survey of 504 workers′ attitudes towards compensation practices regarding wages, bonuses, pensions, unemployment compensation and other incentives was conducted. Research results revealed that there was strong agreement among respondents for the ranking of the different forms of compensation practices. The respondents preferred a performance‐based compensation system as opposed to an egalitarian system. These results give some insight into designing a compensation package and the direction for economic reforms in enterprises.

While many of the major economies of the world such as Japan, the United States, England, and Germany are caught in the jaws of a major recession and large international corporations from industry after industry are going through a period of not just low profits but operating at significant losses, the Hong Kong economy is on a roll. It is being driven by its important symbiotic relationship to the 1990's economic miracle, the People's Republic of China which has experienced a GDP increase of 12.8% last year and 14.1% in the first quarter this year, 1993; which has grown rapidly to be the largest exporter to the US market for twelve different products and is now the US's number two deficit in imports versus exports. Hong Kong is playing a major role in that growth; Hong Kong employers now employ more than 3,000,000 employees in the PRC which interestingly, is more than they employ in Hong Kong. Little Hong Kong, with a population of just over 5.5 million, is the biggest player of the foreign direct investors in China today, larger than even Japan or the US. Hong Kong's GDP/Capita surpassed that of Great Britain this year and its government just announced as this is being written salary increases for the next fiscal year of 10.66% surely one of the highest in the world in this time of economic recession throughout most of the developed economies; the index of its stock market, the Hang Sang Index, has increased in value in the first half of this year nearly 40%. Hong Kong is definitely on a roll but it also has serious problems especially in terms of the topic of this article, Management Development. Week after week, there are over 100 pages of employment ads in its major newspaper, The South China Morning Post. The purpose of this article is to describe the unique features and problems in Hong Kong's development of its executive pool.

The purpose of this paper is to explain how and under what condition empowering leadership is related to employee creativity from the social exchange and motivational perspective.

Data were collected from a sample of 535 supervisor-subordinate dyads using online questionnaire survey.

Employee openness to experience (a creative personality) moderated the indirect effect of empowering leadership on employee creativity via either motivation to learn or trust in leader. The indirect effect of empowering leadership on creativity via motivation to learn occurs only for employees with lower level of openness to experience, whereas that via trust in leader occurs only for employees with higher level of openness to experience.

Cross-sectional research design is a major concern.

The findings offer guidance to help practitioners or executives to stimulate subordinates motivation to increase their creative performance through learning and trust that matched with the individual’s openness to experience, thereby improving the effectiveness of empowering leadership.

This study extend our understanding on the mechanism linking empowering leadership and employee creativity by testing the mediating influences of motivation to learn and trust in leader and the moderating influence of openness to experience.

This research provides accounting-ethics authors and administrators with a benchmark for accounting-ethics research. While Bernardi and Bean (2010) considered publications in business-ethics and accounting’s top-40 journals this study considers research in eight accounting-ethics and public-interest journals, as well as, 34 business-ethics journals. We analyzed the contents of our 42 journals for the 25-year period between 1991 through 2015. This research documents the continued growth (Bernardi & Bean, 2007) of accounting-ethics research in both accounting-ethics and business-ethics journals. We provide data on the top-10 ethics authors in each doctoral year group, the top-50 ethics authors over the most recent 10, 20, and 25 years, and a distribution among ethics scholars for these periods. For the 25-year timeframe, our data indicate that only 665 (274) of the 5,125 accounting PhDs/DBAs (13.0% and 5.4% respectively) in Canada and the United States had authored or co-authored one (more than one) ethics article.

This paper aims to compare the learning outcomes of gaming simulation and guided inquiry in sustainability education on plastic waste management. The current study targets the identification of success factors in these teaching approaches.

This study used a quasi-experimental design with undergraduate participants who were randomly assigned to an eight-hour sustainability education class using either gaming simulation or guided inquiry. Pre- and post-tests on students’ knowledge, attitudes and intended behavior were conducted, followed by individual interviews to provide more detailed reflections on the teaching approach to which they were assigned.

In terms of knowledge acquisition and behavioral changes, the quantitative results suggested that the pre-/post-test in-group differences were significant in both groups. More importantly, a significant positive attitudinal change was observed in the gaming simulation group only. In the interviews, participants attributed effective knowledge acquisition to active learning element in class, while the characterization of cognitive dissonance triggered in the gaming simulation induced subsequent affective changes.

Activities in this program can be applied or modified to accommodate differences in other similar programs. The findings can also provide indicators to designs of similar programs in the future.

This paper explores plausible factors (ideology and implementation) that contribute to successful sustainability education programs. Through comparison between gaming simulation and guided inquiry, elements for effective education for sustainable development learning in the pedagogical designs are discussed.

In this chapter, I use the issue of violence against transgender individuals to explore the (limited) meanings of gender within the context of the Commission on the Status of Women (CSW) in the United Nations (UN).

Using constructivist grounded theory and institutional ethnography I bring together field research from two ethnographic qualitative research projects I have been pursuing from 2008 to 2012; I studied transgender communities in the US and the CSW through their annual meetings in the New York Headquarters of the UN.

I first demonstrate the severity of transphobic violence as a global public health problem. I proceed to report highlights of global LGBT activism, such as the Yogyakarta Principles and the latest developments within the Human Rights Council of the UN for the first time addressing global LGBT violence in 2011. I then examine the silencing of transgender experiences in the CSW by exploring the contested use of the term gender over the last two decades of intergovernmental negotiations.

This study highlights the need to broaden the conceptualization of violence and gender violence which has important theoretical and policy implications. Linking micro experiences of violent victimization in local trans-communities to the macro context of gender violence in global gender equality policy development is crucial to the advancement of human rights.