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As background information, the authors describe the Service Leadership Initiative (SLI), which provided pump-priming funding for government-funded universities in Hong Kong to develop educational programmes preparing students to become service leaders. The universities were expected to create opportunities for students to develop requisite task competencies, character strengths and caring dispositions through experiential learning. The authors also describe how, prior to the SLI, Lingnan University (LU) had already been building networks and systems for service-learning projects to benefit the community while furthering academic development, and this platform was helpful for service leadership development.

In the core of this chapter, the authors explain how faculty and staff members at LU have designed, structured and supported course embedded service-learning projects that were undertaken by teams of undergraduate students as vehicles for developing their attributes as emerging service leaders.

Based on our prior research into students’ accounts of negative and positive experiences, the authors identify and explain some unfavourable and favourable contextual factors for undergraduates’ development as emerging service leaders. The favourable factors are based on three preconditions: genuine service leadership responsibilities; community partner representatives as co-educators; and the students’ own readiness to practice as service leaders (as opposed to learning passively).

Based on students’ descriptions, the authors provide illustrations of how students practiced ten service leadership attributes in the context of service-learning projects conducted at local kindergartens, and about the further self-developmental needs they identified. This chapter concludes with the observation that the discrete service leadership attributes the authors identified appear in practice to be mutually supporting.

This chapter aims to examine the ways in which gender has featured in Hong Kong’s prison system from its colonial origins to its contemporary form as a politically autonomous region of China. We conclude with a discussion on the reasons for these recent trends of imprisonment.

We draw from the concepts of patriarchy and colonialism to examine how gender has operated and shaped Hong Kong’s prison system. Our analysis is based on historical and contemporary government reports and other documents and secondary data.

Similar to other locales around the world, Hong Kong’s prison system was designed for and by men in its early colonial days, as expected given that most prisoners were male. Although a few prison administrators attempted to provide some programs for women and voiced concern over the conditions of women’s imprisonment to colonial authorities during the latter part of the 1800s, it was not until the 1930s that the first female prison was established. Since then, Hong Kong prison authorities have faced the challenge of a phenomenal and rapid growth in women’s imprisonment, which resulted in a historical reversal of shifting male prisoners to alternate accommodation to make room for their female counterparts.

This study is among the few which have examined how gender operates in the context of imprisonment in a colonial and postcolonial context. This chapter does this by examining how colonial authorities managed competing political debates about the purpose of punishment and cultural understandings of race and difference, and the limited recognition of gender and difference. It also examines how, in postcolonial Hong Kong, authorities have placed gender center stage and the reasons for this in coping and dealing with the growth in women’s imprisonment.

This article reviews research published in secular management journals that examines what the world’s largest religions (Buddhism, Christianity, Confucianism, Hinduism, and Islam) say about management. In terms of how religion informs management, the literature identifies two basic means: (1) written scriptures (e.g., Analects, Bible, Quran) and (2) experiential spiritual practices (e.g., prayer, mindfulness). In terms of what religion says about management, the emphasis tends to be either on (1) enhancing, or (2) liberating mainstream management. Studies based on scriptures typically either enhance or liberate management, whereas empirical research based on spiritual disciplines consistently point to liberation. Implications are discussed.

This study investigates how direct cultural interaction between a supplier country’s personnel and host country purchasing decision makers (HCNs) occurring during the exporting of professional, high-contact services can help shape the latter’s perception of the image of the supplier country and their willingness to buy its services or products. The article develops a theoretical framework that identifies those key drivers and their relationship.

This is a conceptual paper based on a comprehensive review of the literature complemented by a pilot study with offshore executive MBA programs.

A conceptual model is developed with a series of testable propositions.

The framework should help companies and organizations involved in the exporting of such services devise programs to bolster the image of their country as a provider of these and other services and products.

Trade in services is becoming a lifeline for many developed countries that have seen their manufacturing industries relocate to low labor-cost countries. Thus, it is imperative for these countries to bolster their COO to gain competitive advantage. Developing countries can also use such a framework as a means of improving the overall image of their own country and its products.

This research complements those rare studies done on the acculturation of HCNs by examining, for the first time, this process in the context of the exporting of professional services and on how it can lead to changes in the perception of the HCNs vis-à-vis the image of the supplier country.

Rainfall–runoff relationship is one of the most complex hydrological phenomena. A conventional neural network (NN) with backpropagation algorithm has successfully modelled various non-linear hydrological processes in recent years. However, the convergence rate of the backpropagation NN is relatively slow, and solutions may trap at local minima. Therefore, a new metaheuristic algorithm named as cuckoo search optimisation was proposed to combine with the NN to model the daily rainfall–runoff relationship at Sungai Bedup Basin, Sarawak, Malaysia. Two-year rainfall–runoff data from 1997 to 1998 had been used for model training, while one-year data in 1999 was used for model validation. Input data used are current rainfall, antecedent rainfall and antecedent runoff, while the targeted output is current runoff. This novel NN model is evaluated with the coefficient of correlation (R) and the Nash–Sutcliffe coefficient (E²). Results show that cuckoo search optimisation neural network (CSONN) is able to yield R and E² to 0.99 and 0.94, respectively, for model validation with the optimal configuration of number of nests (n) = 20, initial discovery rate of alien eggs (painitial) = 0.6, hidden neuron (HN) = 100, iteration number (IN) = 1,000 and learning rate (LR) = 1 for CSONND4 model. The results revealed that the newly developed CSONN is able to simulate runoff accurately using only precipitation and runoff data.

This research explores perceptions of knowledge management processes held by managers and employees in a service industry. To date, empirical research on knowledge management in the service industry is sparse. This research seeks to examine absorptive capacity and its four capabilities of acquisition, assimilation, transformation and exploitation and their impact on effective knowledge management. All of these capabilities are strategies that enable external knowledge to be recognized, imported and integrated into, and further developed within the organization effectively. The research tests the relationships between absorptive capacity and effective knowledge management through analysis of quantitative data (n = 549) drawn from managers and employees in 35 residential aged care organizations in Western Australia. Responses were analysed using Partial Least Square-based Structural Equation Modelling. Additional analysis was conducted to assess if the job role (of manager or employee) and three industry context variables of profit motive, size of business and length of time the organization has been in business, impacted on the hypothesized relationships.

Structural model analysis examines the relationships between variables as hypothesized in the research framework. Analysis found that absorptive capacity and the four capabilities correlated significantly with effective knowledge management, with absorptive capacity explaining 56% of the total variability for effective knowledge management. Findings from this research also show that absorptive capacity and the four capabilities provide a useful framework for examining knowledge management in the service industry. Additionally, there were no significant differences in the perceptions held between managers and employees, nor between respondents in for-profit and not-for-profit organizations. Furthermore, the size of the organization and length of time the organization has been in business did not impact on absorptive capacity, the four capabilities and effective knowledge management.

The research considers implications for business in light of these findings. The role of managers in providing leadership across the knowledge management process was confirmed, as well as the importance of guiding routines and knowledge sharing throughout the organization. Further, the results indicate that within the participating organizations there are discernible differences in the way that some organizations manage their knowledge, compared to others. To achieve effective knowledge management, managers need to provide a supportive workplace culture, facilitate strong employee relationships, encourage employees to seek out new knowledge, continually engage in two-way communication with employees and provide up-to-date policies and procedures that guide employees in doing their work. The implementation of knowledge management strategies has also been shown in this research to enhance the delivery and quality of residential aged care.

Purpose: Through globalization, financial markets have become more integrated and their tendency to act together has increased. The majority of the literature states that there is a cointegration between developed and emerging markets. How do positive or negative shocks in developed markets affect emerging markets? And how do positive or negative shocks in emerging markets affect developed markets? For this reason, the aim of the study is to investigate the asymmetric causality relationship between developed and emerging markets with Hatemi-J asymmetric causality test.

Design/methodology/approach: In this study, the Dow Jones Industrial Average (DJIA) index was used to represent developed markets and the Morgan Stanley Capital International (MSCI) Emerging Market Index was used to represent emerging markets. The asymmetric causality relationship between the DJIA Index and the MSCI Emerging Market Index was investigated using monthly data between January 2009 and April 2019. In the first step of the study, the Johansen Cointegration Test was used to determine whether there is a cointegration between the markets. In the next step, the Hatemi-J asymmetric causality test was applied to see the asymmetric causality relationship between the markets.

Findings: There is a weak correlation between developed and emerging markets. This result is important for international investors who want to diversify their portfolios. As a result of the Johansen Cointegration Test, it was found that there is a long-term relationship between the MSCI Emerging Market Index and the DJIA Index. Therefore, investors who make long-term investment plans should not forget that these markets act together and take into account the causal relationship between them. According to the asymmetric causality test results, a unidirectional causality relationship from the MSCI Emerging Market Index to the DJIA Index was determined. This causality shows that negative shocks in the MSCI Emerging Market Index have positive effects on the DJIA Index.

Originality/value: This study contributes to the literature as it is one of the first studies to examine the asymmetrical relationship between developed and emerging markets. This study is also useful in predicting the short- and long-term relationship between markets. In addition, this study helps investors, portfolio managers, company managers, policymakers, etc., to understand the integration of financial markets.

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).