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This study aimed to develop an industry-specific, original, valid and reliable scale for measuring hotel employees’ perceptions of CSR activities undertaken by their organizations.

Based on the solid grounding of a conceptual framework and a systematic scale development process, both qualitative and quantitative research approaches were used. Data were collected from 18 in-depth interviews with CSR/HR managers and employees working in world-renowned international hotel companies and local hotel groups in Hong Kong. A pilot study of 204 employee samples was subjected to exploratory factor analysis to determine the underlying factorial structure of the scale. A further 732 usable samples in the main survey were used to assess the latent structure and validity of the scale using confirmatory factor analysis.

The scale revealed sound psychometric properties based on the findings from reliability and validity tests. The results of the analysis validated previous research that employees’ perceptions of CSR are a multidimensional construct and the five-dimensional model for the hotel industry consists of employees, guests, local community, the natural environment and owners/investors.

The developed scale can help organizational behavior researchers to examine the causal relationship between an organization’s CSR activities and employees’ outcomes, thereby enhancing further development of predictive and prescriptive studies that provide prescription to hotel managers with instrumental reason to pursue CSR in an organizational setting.

This study is one of the first scale development studies of employees’ perceptions in the context of the hotel industry.

The purpose of this paper is to examine the prevalence of suicide attempts and explore the suicide methods among community-dwelling Chinese older adults.

Data were drawn from the Population Study of Chinese Elderly in Chicago (PINE) study, a population-based epidemiological study of Chinese older adults aged 60 years and above in the greater Chicago area. Guided by the community-based participatory research (CBPR) approach, the study enrolled 3,159 community-dwelling Chinese older adults from 2011 to 2013.

The lifetime prevalence of suicide attempts is 791 per 100,000 and the past 12-month prevalence of suicide attempts is 285 per 100,000. Medication overdose is the most common suicide method both in the group of lifetime suicide attempts and 12-month suicide attempts. Lower income is positively correlated with lifetime suicide attempts and 12-month suicide attempts. Living with fewer household members is positively correlated with lifetime suicide attempts but not with 12-month suicide attempts.

The findings emphasize the needs for improved understanding of suicidal behavior among minority older adults and to develop culturally and linguistically sensitive prevention and intervention strategies.

Community stakeholders should improve the accessibility and availability of culturally sensitive mental health services and extend timely and effective suicide interventions in the Chinese community.

This study represents the first and largest population-based epidemiological study to investigate the suicide attempts and methods among US Chinese older adults. In addition, the implementation of the CBPR approach allows us to minimize the cultural barriers associated with suicide investigation. The study emphasizes the need for improved understanding on suicidal behavior among minority older adults to inform culturally and linguistically sensitive prevention and intervention strategies.

This study aims to find out the ethical beliefs of hospitality and tourism students in Hong Kong by using a questionnaire with 21 ethical statements. From the 402 valid questionnaires received, four major dimensions were identified by factor analysis. The highest level of tolerance, or in other words, the lowest ethical standard, was found towards “violations of school rules”, followed by “plagiarism and copying assignments”. “Unfair advantage” was ranked third whilst “selfishness” has the lowest level of tolerance (highest ethical standard). Independent t‐test and ANOVA analysis reveal that types of school attended, gender and level of program have various degrees of influence, while religious background and age show no indication of significant impact. In view of the limited resources and teaching hours available, it is recommended that priority should be given to the teaching of “business ethics” as it impacts on students’ moral development and future career in the industry.

This study aims to investigate how Chinese hotel employees (Zhejiang province in mainland China) perceive unethical managerial behavior. It targets to identify any underlying dimensions that exist among the hotel employees. This study also aims to discover any relationship between overall job satisfaction and the derived dimensions. The effects of demographic variables on employees’ job satisfaction and its relationship with unethical managerial behavior are also investigated. Recommendations are presented to hoteliers and human resources practitioners on developing an ethical climate in the hotel industry.

Quantitative mixed methods incorporated both in-depth interviews on identifying 20 unethical managerial behaviors among hotel employees, and statistical analyses of the dimensions of the said behaviors were applied to this research. As quantitative analysis was the principal data analysis method adopted to test the hypotheses on hotel employees’ perception of unethical managerial behavior and job satisfaction, a self-administrated questionnaire was developed. A total of 268 completed questionnaires were collected, and factor analysis, multiple regression, independent t-test and ANOVA were conducted to analyze the data.

Three factors of unethical managerial behavior were developed: unethical treatment of employees; unfair and broken promises to employees; and inequity and unsympathetic treatment of employees. “Unethical treatment of employees” was found to be significantly related to overall job satisfaction among hotel employees in multiple regression analysis. Demographic differences were also found to exert effects on the three factors and overall job satisfaction.

This paper successfully identified three underlying dimensions that exist among Chinese hotel employees’ perception of unethical managerial behavior. Three recommendations are presented to hoteliers as well as human resources practitioners for developing an ethical climate in the hotel industry.

This study contributes to advance the understanding of the hotel employees’ perception of unethical managerial behavior. The relationship between job satisfaction and the derived three underlying dimensions is discovered.

Hospitality companies can increasetheir market share and growth rates by increasing their brand loyal customers. This is a more profitable approach than other marketing activities, such as price cuts or promotional programs. As a mature industry, the hospitality business must pursue market‐share gains, rather than market‐growth gains. Acquiring new customers is expensive becauseof advertising, promotion, and start‐up operating expenses. Besides, it is cheaper to serve current customers. This paper brings together the factors that contribute to brand loyalty in marketing literature and provides strategies to hospitality managers for increasing brand loyal customers.

Unethical consumer practices in Asian countries have attracted much attention from business practitioners. The availability of counterfeit products such as computer disks, fashion clothing and watches, etc., provide a negative impression to the business world. This research aims to investigate the job‐related ethical beliefs of hotel employees in Hong Kong. The results show that the four‐dimensional factors model as suggested by Vitell and Muncy (1992) can explain hotel employees’ job‐related ethics. Correlation analysis revealed that there was a significant relationship among the four factors and the general attitudinal statements. Significant differences were observed when analysing the demographic variables (i.e. age and education level) with the four factors including: no harm; unethical behaviours; actively benefiting; and passively benefiting. The results suggest the need for a clearer ethical policy for employees, and the identification of the behaviours that are viewed as “no harm” in the work environment. Hotel management will benefit by being able to identify those areas where employees need guidance and education.

The purpose of this paper is to explore US Chinese older adults’ views regarding elder abuse interventions in order to understand barriers and facilitators of help-seeking behaviors.

The study design was qualitative, using a grounded theory approach to data collection and analysis. Community-based participatory research approach was implemented to partner with the Chicago Chinese community. A total of 37 community-dwelling Chinese older adults (age 60+) participated in focus group discussions.

Participants viewed many benefits of intervention programs. Perceived barriers were categorized under cultural, social, and structural barriers. Facilitators to implement interventions included increasing education and public health awareness, integrating social support with existing community social services, as well as setting an interdisciplinary team. Perpetrators intervention strategies were also discussed.

This study has wide policy and practice implications for designing and deploying interventions with respect to elder abuse outcome. Modifying the cultural, social, and structural barriers that affect health behavior of Chinese older adults contribute to the salience of elder abuse interventions in this under-served.

The purpose of this study is to provide relevant information for non‐Chinese hoteliers and caterers who plan to engage in the Chinese food service industry within or beyond China’s boundaries. A total of 152 Chinese restaurant managers working in Hong Kong hotels were surveyed. Factor analysis revealed five underlying dimensions: congenial job context, desirable job content, job status and prospects, self‐fulfilment and accountability, and Confucian work dynamism. Chinese restaurant managers were found to value secure employment, pleasant physical working conditions, high earning and good co‐operation with superiors and peers. Recommendations are made to the concerned government and hotel senior management including: the gender diversity for managerial workforce; managerial competence enhancement for female managers; adoption of unified strategies and plans for the joint ventures or wholly owned foreign hotel companies; introduction of formal vocational education and technical training system for Chinese food service personnel; and, restoration of Chinese ethics through public education and hotel internal training programs.

The purpose of this paper is to investigate challenges facing auditing firms in designing and measuring their performance and discusses why and how the balance scorecard (BSC) could support the auditing firms overcome such challenges. The paper contributes to the existing literature by identifying the peculiarity of the auditing firms in designing and implementing performance measurement systems including the need for sound and advanced information systems, subjectivity embedded in measuring customer satisfaction, growth and success of the firms and restrictions imposed by regulations and auditing standards for the provision of non-audit services which may increase the firms’ revenues and profits to help maintain high-quality outputs. Also, the paper provided evidence for the use of non-financial measures in service industry in particular for customers and finance. The unique dilemma in the auditing firms to provide services to satisfy customers yet maintaining distance and independence from them represent an important research question requiring investigation and study.

A review of the literature for performance evaluation in general and in particular BSCs in service industries was made to identify challenges facing auditing firms when measuring their performance. Data were collected using case study approach; two auditing firms, one of the Big 4 and a medium size auditing firm with international affiliation operating in the Egyptian market were selected. Interviews, document analysis and participant observations were used in the analysis of each firm performance measurement system.

The paper suggests that major challenges face auditing firms in measuring their performance mainly the size of the firm and its affiliation with international auditing firm, the qualification and experience of partners and audit managers needed for the design and implementation of a BSC or similar performance measures, the resources required for the introduction of such performance measure and the peculiarity of the auditor and client relationship with the need to maintain independence and confidentiality while providing high-quality services. Although both auditing firms being studied have formal performance measurement systems, they differ in their degree of comprehensiveness. In particular, the performance measurement system of the larger firm is more elaborate than that of the smaller one and both place more emphasis on qualitative measures such as learning and growth and internal business processes than financial measures.

Overall, the results have implications for understanding the performance measurement process of auditing firms in general and in particular in an emerging economy such as Egypt. The identification of the challenges facing auditing firms in measuring their performance and how the implementation of BSC can help partners and employees to overcome those challenges will add to the literature for performance evaluation in service companies. Future research should be carried to compare and assess differences between the behavioural aspects of performance measures in auditing firms and possible application of BSC in such firms and those used in services industry. Also, the practicality of implementing a BSC measures for different auditing firms should be investigated further in future research.

The research among the first to investigate the challenges facing auditing firms in designing and operating a performance measurement system and to discuss, using case studies, how a BSC could support the auditing firms to overcome such challenges. Further, the research provides insights into performance measures in auditing firms in developing economies like Egypt which are sparse since most studies have been conducted in developed economies. Also, the paper enriches the literature of performance measurement systems in service rather than the manufacturing sector especially for medium and small size firms.