Search results

The purpose of this paper is to provide a research synthesis of substantive findings drawn from studies of educational leadership and management in Hong Kong between 1995 and 2014. The goal of the research synthesis was to identify and elaborate on key trends identified by scholars who studied educational leadership in Hong Kong over the past two decades. The synthesis drew upon on relevant articles published in eight “core international journals” specializing in educational leadership and management.

The study first identifies a clearly delimited body of relevant literature comprised of empirical, non-empirical and review/synthesis types of studies in a total of 161 published research articles from the eight journals. Information concerning the nature of the studies as well as substantive findings was extracted from each of the articles. The findings were then initially coded in preparation for data analysis. Synthesis of substantive findings was accomplished by cross-article comparative mapping aimed at identifying key themes in the literature. Findings within four of the most robust themes were then synthesized and reported.

The synthesis highlights the challenges faced in Hong Kong’s efforts to reshape its education in a multi-faceted quest for quality education in the twenty-first century. A variety of inter-related issues emerged as policymakers and education administrators sought to implement a full plate of imported globally recognized education reforms. Analysis of the research from this period yielded four robust themes: “leadership development,” “leadership for learning,” “organizational change,” “multi-level performance focus.” The findings also further highlight the impact of “education policy borrowing” on system-level efforts to revamp the structural conditions in which school leaders operate and reshape managerial, as well as teaching and learning processes in schools.

Although the scope of the sources included in the review are highly representative of the “Hong Kong literature” of the past two decades, the authors note that it was not an “exhaustive” review of all potential sources.

Prior research by Hallinger and Bryant (2013b) had identified Hong Kong as having produced the largest volume of literature in educational leadership and management in Asia. This paper represents the first systematic review of research findings that emerged in the recent educational leadership literature produced in Hong Kong. Therefore, although the authors make no claims of generalizability to other parts of Asia or even to China as a whole, the paper offers insight into how global trends have reshaped the practice of educational leadership in one East Asian society.

The industrial buyer-seller relational process models from the Eastern and Western worlds have not been combined. The Western world has dominated the development of the models, while there exist only a very limited amount of guanxi development models from the East. This paper is exploratory in nature, focusing on combining the development of these two worlds into one intercultural model. Four case relationships verify the proposed model.

This paper focuses on only one cultural context outside of the West, that is to say, China. In order to justify the model to be completely an intercultural one, research in other cultural contexts is necessary.

At roundabouts where entering traffic is required to give way to traffic circulating in the roundabout, the traffic capacity of each entry is a function of the flow of traffic circulating past it. This relationship has previously been analysed in two main ways: using a linear relationship based on regression and using a non-linear relationship based on a model of entering drivers' acceptance of gaps in the circulating traffic. The linear analysis has previously been extended to estimation of the reserve capacity or degree of overload of the roundabout as a whole in relation to a given pattern of approaching traffic. The non-linear analysis is extended similarly in this paper.

The relationships between entry capacity and circulating flow imply in turn that the capacity of each entry is a function of the entering flows and the proportions of traffic making various movements through the junction from some or all of the entries. Equations are established for determining derivatives of capacity or delay on each entry with respect to the demand flow for each movement. In particular, it is shown that when the roundabout is overloaded the capacity of an entry can depend upon the demand flow on that same entry, giving rise to a corresponding term in the derivative of the delay-flow relationship for the approach concerned.

This paper investigates CEO turnover and the usefulness of relative performance evaluation (RPE) as a management incentive in an emerging economy lacking market-based competition.

In a sample of China’s listed state-owned enterprises (SOEs) from the period 2001 to 2005, we manually collect the data where a CEO has gone after being removed by reading the annual reports of the firms and searching the major news and business publications, and run OLS regressions to examine how various incentives provided by different CEO turnovers such as promotion, demotion, and rotation affect the firm performance.

We find that 41% of departing CEOs in SOEs is being promoted. The promotion is positively associated with preceding firm performance relative to peers in the same region and this association is more significant than that between the promotion and firm’s specific performance. Furthermore, the promotion outperforms other incentive schemes such as CEO demotions by 5–8% in terms of subsequent Tobin’s q in three years. These consequences persist in undeveloped regions where there are fewer firms listed on the stock market, a lower stock market capitalization, or a higher regional Herfindahl–Hirschman Index ( HHI ).

The findings imply that promotion based on RPE provides an important incentive by creating competitions.

The dynamic capabilities theory indicates that uncertain environments necessitate firms’ dynamic capability. This study aims to examine how dynamic capability can be shaped based on cooperative goal interdependence with supply chain partners by focusing on the mediating role of strategic flexibility and the moderating role of human resource flexibility.

Questionnaire surveys were administered to firm presidents, chief executive officers, chief human resources officers (CHOs) and other senior managers at 300 firms located in China. The data collection process was carried out in one wave with multiple sources. Of the firms contacted, the sample in this study consisted of 233 matched “CHO-other top manager” dyads. Structural equation modeling and the bias-corrected bootstrap method were used to test the proposed causal relationships, moderation model, mediation model and moderated mediation model.

Cooperative goal interdependence with both upstream companies and downstream companies was positively related to dynamic capability and strategic flexibility mediated these main effects. Moreover, human resource flexibility moderated the positive direct relationship between strategic flexibility and dynamic capability and the indirect relationships among cooperative goals, strategic flexibility and dynamic capability such that these relationships in companies with high human resource flexibility were stronger than these relationships in companies with low human resource flexibility.

The findings contribute to the literature on dynamic capability by providing empirical evidence regarding the relationships among cooperative goals, strategic flexibility, human resource flexibility and dynamic capability, which enriches the theory of cooperation and competition and suggests a new path to promote dynamic capability.

In this study, the authors aim to investigate the impact of workplace guanxi on employees' commitment to supervisor in relation to other critical HRM outcome variables in Chinese international joint ventures (IJVs).

The dataset used in this study consists of 255 employees and their 86 direct supervisors in two IJVs in China. The authors adopted LISREL to test a proposed model and investigate the following relationships: subordinate‐supervisor guanxi as an antecedent of commitment to supervisor and organisational citizenship behaviour (OCB), job security as an antecedent of affective commitment, and their impact on employee turnover intention.

The empirical results show that subordinate‐supervisor workplace guanxi has positive and significant effect on commitment to supervisor, whereas commitment to supervisor has positive and significant effect on affective commitment and organisational citizenship behaviour (OCB) of employees. Such relationships further lead to reduced employee turnover intention.

This study reveals the significance of workplace guanxi and commitment to supervisor and their impact on other important HRM outcome variables in Chinese IJV employees. It contributes to the literature by offering insight on how Chinese guanxi culture interacts with other HRM variables in IJVs and informs future research in relation to leader‐member exchange in the Chinese context.

By establishing a healthy workplace guanxi with employees, supervisors can play a critical role in achieving desired organization outcomes such as improving affective commitment and reducing turnover.

Existing research shows that guanxi is a multi‐dimensional construct and critical for Chinese HRM research. This study examines the dimension of workplace guanxi and investigates the impact of subordinate‐supervisor guanxi on commitment to supervisor and other HRM outcome variables in IJVs.

Over the past years, many studies have explored the role of knowledge management (KM) in companies. KM is concerned with the measurement of knowledge to manage knowledge efficiently. On the other hand, the intangible nature of knowledge makes its measurement challenging. Furthermore, there is no standardized method to measure knowledge, and it is chiefly measured based on the subjective judgment of researchers. Moreover, New Product Development (NPD) departments in many companies strive to assess their knowledge in terms of company products and knowledge workers. Hence, this study aims to propose a product-based two-phase technique that measures the company knowledge inventory.

In the first phase, the value of knowledge is quantified relative to products, knowledge workers and the entire company using two concepts of knowledge width and depth. Then, a three-dimensional knowledge asset map (knowledge, products and knowledge worker dimensions) is designed to assess and audit knowledge workers. Finally, this technique recruits an integer linear programming model with a cost minimization objective function to optimize the supply of NPD knowledge requirements in the second phase.

This model enables managers to determine what type of knowledge can be supplied by existing knowledge workers, whether within the company or by other external sources.

Among existing knowledge measurement methods, only a few use a product-based measuring technique. However, they fail to offer suitable scenarios for managers' decision-making process and consider cost structures in measurement techniques. Hence, this paper attempts to overcome these drawbacks.

Parking choice involves an individual selecting a parking place based upon various inter-related factors. This chapter examines the factors that influence parking choice decisions.

A review of the literature on parking choice has been undertaken. The influence of various factors on parking choice and recommendations for future parking policy will be outlined.

Most often it is a combination of several factors which influence individuals’ choice of parking place.

Increased knowledge of the factors which influence parking-search behaviour will inform urban parking policy applications with associated environmental and economic benefits.