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Falls continue to be the major cause of fatalities in the Hong Kong construction industry, as well as in other countries. Published statistics of the Labour Department, Hong Kong Special Administrative Region (HKSAR) showed that from 2000 to 2004 approximately half of the fatal construction accidents were a result of fall of person from height. In view of this phenomenon, the purpose of this paper is to present the findings and recommendations of a research paper which investigates the problems associated with fall of person from height in the construction industry.

Accident data obtained from the Architectural Services Department, HKSAR, was analysed according to the 14 available factors collectively to derive explanations for common situations and reasons leading to fall accidents.

The findings of this rigorous analysis are presented to practitioners whose feedback on the findings are recorded by means of a questionnaire survey. The responses from the survey show that “re‐enforced safety training” and “equipments for working at height” are the adoptable methods to enhance the workers' safety performance. The paper shows that “poor safety attitude and behaviour of workers” is the main problem in obstructing the implementation of safety procedures and guidelines for construction sites. In addition, over half the respondents agree that “closer monitoring and supervision” and “higher standard of projects” is observed by public projects when compared to private projects.

The statistics analysed in this paper are limited to public sector projects only. However, the findings are still believed to be valuable for safety practitioners so that they can adopt the necessary measures to prevent fall from height accidents occurring in future projects.

This study investigated the joint impact of organizational and individual career management on employees' ideal self-discrepancy. Drawing on the identity literature, the authors aimed to uncover the mechanism and boundary condition of this impact, focusing on how organizations influence ideal and actual selves of employees with different protean career orientation.

The authors conducted a four-wave time-lagged study over eight months, with a sample of 331 employees from various organizations.

Perceived organizational career management negatively influenced ideal self-discrepancy via organizational identification, and such relationship was strengthened by protean career orientation. Employees with stronger protean career orientation saw a stronger moderating effect of individual career management on the relationship between organizational identification and ideal self-discrepancy, whereas their counterparts saw an opposite effect.

This study highlighted the essential role of organization in narrowing employees' ideal self-discrepancy in the protean career era. It suggested that organizations should set differentiated career practices depending on employees' protean career orientation levels.

By integrating vocational psychology and organizational scholarship, this study extended the ideal self-discrepancy literature by offering a nuanced understanding of the mechanism and boundary condition of the role of organizational career management in narrowing ideal self-discrepancy in the protean career era. It identified the joint efforts of organization and employee as a fascinating avenue for future studies.