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Relevant bibliographies by topics / Employee motivation - China - Hong Kong

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Academic literature on the topic 'Employee motivation - China - Hong Kong'

Author: Grafiati

Published: 4 June 2021

Last updated: 9 February 2022

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Journal articles on the topic "Employee motivation - China - Hong Kong"

1

Zhao, Yupei, and Zhongxuan Lin. "Political irony as self-censorship practice? Examining dissidents’ use of Weibo in the 2017 Hong Kong Chief Executive Election." Discourse & Communication 14, no. 5 (May 14, 2020): 512–32. http://dx.doi.org/10.1177/1750481320917578.

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This research examines the knowledge constructed in political ironic discourses, which is associated with different models of practicing self-censorship, taking a case study of the 2017 Hong Kong Chief Executive Election via social media Weibo. Critical discourse analysis, the verbal irony principle and semi-structured interviews were employed to compare participants from mainland China and Hong Kong, including opinion leaders and casual users. This research suggests a three-stage analytical framework that clearly emphasizes the act of rhetorical discourse and the practice of self-censorship. As such, it reveals citizens’ intrinsic motivation related to self-efficacy, resistance or empowerment. This research argues that dissidents’ shared knowledge and ideology are structurally represented in the ‘binary opposition’ mode of rhetorical discourse, concerning the discursive construction of Hong Kong identity. The proliferation of rhetorical discourse, evolving shoulder to shoulder with Internet self-censorship, results from the complexity of politics, history and digital technology development within China.

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2

Tjosvold, Dean, and Jane W. Moy. "Managing employees in China from Hong Kong: interaction, relationships and productivity as antecedents to motivation." Leadership & Organization Development Journal 19, no. 3 (June 1998): 147–56. http://dx.doi.org/10.1108/01437739810210194.

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3

Baten, Abdul. "HOW TRAINING AND SKILLS DEVELOPMENT IMPROVE EMPLOYEE'S PERFORMANCE, MORAL, AND MOTIVATION." Emerging Markets : Business and Management Studies Journal 4, no. 2 (March 8, 2018): 71–91. http://dx.doi.org/10.33555/ijembm.v4i2.7.

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Ready Made Garments (RMG) became a huge sector in Bangladesh. This sector is contributing tremendously to our economy. Nippon Garments Ltd. (NGL) is in RMG sector which is a sister concern of Abedin Group of Industries. NGL try to follow all the rules and regulations of labor laws by labor ministry of the government of Bangladesh. They maintain all compliances properly so that it won’t be harmful to the employees and environment. Training and development are one of the crucial components of Human Resource Management (HRM), besides all of the things like recruitment, selection, and, compensation. Training and development help an organization to motivate the employees in the work place and increase skills, productivity, and confidence for effective performance. To become successful and run an organization efficiently, it is very important to maintain good HR practices. When an organization has strong HR practices, and everyone in the company follow all the rules and regulations properly then the organization can create a healthy working environment which makes everyone happy. To follow all the rules and policies for growth, an organization should train the employees as per their training needs. HR always help to find the better ways to motivate employees through training and other facilities because if employees are not happy in their workplace, then they become less productive and quit the company. As a result, turnover is going to go up. Nippon Garments Ltd. is a project of Abedin Group of Industries, and it started its operation in 1984, and during the time NGL have faced so many ups and downs, but till now it has been successful in keeping its brand reputation. NGL also established competitive work environment and proved to become the number one RMG factory in Bangladesh. It is 100% export oriented garments factory. They input their best efforts to create a remarkable reputation in the RMG sector. They have both foreign and local customers, and their main customers are from Europe. They always try to give the best quality products to their customers, and for this, they are very much conscious about the raw materials used to make their end product. They import their basic fabric from China, Pakistan, Hong Kong, and India. Regarding of innovation, they are always up to date about the fashion trends and styles. Their main products are the jacket, pant, jogging & tracksuit, trouser, and more. They build up a strong relationship with the workers and employees and they also take necessary actions to maintain the strong relationship.

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4

Chan, Heng Choon (Oliver), and Lorraine Sheridan. "Is This Stalking? Perceptions of Stalking Behavior Among Young Male and Female Adults in Hong Kong and Mainland China." Journal of Interpersonal Violence 35, no. 19-20 (May 29, 2017): 3710–34. http://dx.doi.org/10.1177/0886260517711180.

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Most studies of stalking are conducted with samples from individualist cultures. Little is known about the phenomenon within collectivist cultures. The present study is arguably the first stalking study conducted in Hong Kong. Specifically, this study investigates a large sample of Asian college students’ ( N = 2,496) perceptions of stalking behavior, potential reasons for stalking, and coping strategies that may be employed by stalking victims. Associations between these variables and gender and culture (Hong Kong vs. Mainland China) were also explored. Gender was more strongly associated with perceptions of stalking behavior than was culture. Gender was less strongly associated with perceptions concerning motivations for stalking and the effectiveness of coping strategies that may be employed by stalking victims than was culture. Effect sizes for all associations with culture were small, perhaps due to a high degree of similarity between the two cultures examined. The findings are generally supportive of similar results produced by previous work conducted within individualistic Western cultures, suggesting that stalking and the way that it is perceived may be universal in nature. This study concludes with the argument that legislation against stalking needs to be extended to non-Western countries, such as Hong Kong and Mainland China, as antistalking laws are relatively scarce outside Western industrialized countries.

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5

Wong, Chi-Sum. "Hong Kong Employees' Organisational Commitment before the 1997 Transition: Its Trend, Dimensionality and Relationships with other Human Resource Variables." Journal of Management & Organization 4, no. 1 (January 1998): 26–36. http://dx.doi.org/10.1017/s1833367200005794.

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AbstractThe present study replicates previous surveys in examining Hong Kong employees' organisational commitment, intention to leave, job satisfaction, self-perceived performance, and motivational job characteristics. The results suggest few changes over the four year period examined, despite the 1997 transition to China approaching. Structural equation modelling was used to examine the dimensionality of the organisational commitment scale used and the impacts of aspects of organisational commitment on various human resource outcomes were examined. The results confirmed the three commitment dimensions proposed by the scale's developers and suggested that continuance commitment has the strongest relationship with people's intention to leave, value commitment has the strongest relationship with job satisfaction and also has a positive impact on performance.

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Wong, Chi-Sum. "Hong Kong Employees' Organisational Commitment before the 1997 Transition: Its Trend, Dimensionality and Relationships with other Human Resource Variables." Journal of the Australian and New Zealand Academy of Management 4, no. 1 (January 1998): 26–36. http://dx.doi.org/10.5172/jmo.1998.4.1.26.

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AbstractThe present study replicates previous surveys in examining Hong Kong employees' organisational commitment, intention to leave, job satisfaction, self-perceived performance, and motivational job characteristics. The results suggest few changes over the four year period examined, despite the 1997 transition to China approaching. Structural equation modelling was used to examine the dimensionality of the organisational commitment scale used and the impacts of aspects of organisational commitment on various human resource outcomes were examined. The results confirmed the three commitment dimensions proposed by the scale's developers and suggested that continuance commitment has the strongest relationship with people's intention to leave, value commitment has the strongest relationship with job satisfaction and also has a positive impact on performance.

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7

Yee Ho, Judy Woon. "Code choice in Hong Kong." Australian Review of Applied Linguistics 31, no. 2 (January 1, 2008): 18.1–18.17. http://dx.doi.org/10.2104/aral0818.

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China resumed its sovereignty over Hong Kong in 1997. Since then drastic changes in this former British colony have occurred. One of these changes is a shift in language policy, from bilingualism (Cantonese and English) to trilingualism (Cantonese, English and Putonghua). The present study is aimed at investigating tertiary students’ use of Cantonese, English and Putonghua on a daily basis, analysing the roles and functions of each language and discussing how these may impact on language policy and language education. Research instruments included 52 students’ language diaries and written analyses, 51 hours of audio-recordings of verbal exchanges, and focus group semi-structured interviews. Results show that the students’ speech repertoire mainly consists of two languages: Cantonese and English and their various mixes. Cantonese is used to ensure understanding, consolidate solidarity and maintain social cohesion. The English-Cantonese mix has become a more powerful identity marker for educated people in Hong Kong than pure Cantonese. English and its supplement with Cantonese are often used in the domain of education. The majority of students seldom use Putonghua in everyday life, but there is a strong instrumental motivation to learn it. Measures are suggested to facilitate a more successful move from bilingualism to trilingualism.

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Yee Ho, Judy Woon. "Code choice in Hong Kong." Australian Review of Applied Linguistics 31, no. 2 (2008): 18.1–18.17. http://dx.doi.org/10.1075/aral.31.2.05yee.

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China resumed its sovereignty over Hong Kong in 1997. Since then drastic changes in this former British colony have occurred. One of these changes is a shift in language policy, from bilingualism (Cantonese and English) to trilingualism (Cantonese, English and Putonghua). The present study is aimed at investigating tertiary students’ use of Cantonese, English and Putonghua on a daily basis, analysing the roles and functions of each language and discussing how these may impact on language policy and language education.Research instruments included 52 students’ language diaries and written analyses, 51 hours of audio-recordings of verbal exchanges, and focus group semi-structured interviews. Results show that the students’ speech repertoire mainly consists of two languages: Cantonese and English and their various mixes. Cantonese is used to ensure understanding, consolidate solidarity and maintain social cohesion. The English-Cantonese mix has become a more powerful identity marker for educated people in Hong Kong than pure Cantonese. English and its supplement with Cantonese are often used in the domain of education. The majority of students seldom use Putonghua in everyday life, but there is a strong instrumental motivation to learn it. Measures are suggested to facilitate a more successful move from bilingualism to trilingualism.

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9

Taormina, Robert J. "Employee Attitudes toward Organizational Socialization in the People's Republic of China, Hong Kong, and Singapore." Journal of Applied Behavioral Science 34, no. 4 (December 1998): 468–85. http://dx.doi.org/10.1177/0021886398344014.

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10

Lu, Dan, and Yin yee Au-Yeung. "Putonghua." Journal of Asian Pacific Communication 10, no. 1 (June 26, 2000): 115–33. http://dx.doi.org/10.1075/japc.10.1.07lu.

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Putonghua, the official Chinese language of mainland China, has become an intriguing topic for language researchers and teachers in Hong Kong. This study involved 275 Form VI (Grade 12) students in Hong Kong. The twin research questions are to investigate the subjects’ general attitudes toward the use of Putonghua in Hong Kong contexts as well as the learning of the language. The research is qualitative in nature and discusses the data through statistical analysis. The major findings are: (1) on the whole the subjects are instrumentally motivated to learn Putonghua; (2) subjects’ learning motivation is related to their political and cultural identity; (3) subjects still give more preference to English over Putonghua; (4) currently it is premature to greatly expand the use of Putonghua in education and other social domains such as government affairs. Based on these findings, the paper poses critical comments on Pierson’s study (1991, 1998). It seems clear that the spread of Putonghua in Hong Kong lacks a social and psychological support currently. The spread can occur only on a logical and incremental basis in tandem with a titanic effort to produce qualified, competent local teachers in order to teach this target language.

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Dissertations / Theses on the topic "Employee motivation - China - Hong Kong"

1

Chan, Kit-wan Amy. "A study on the organizational climate in Hong Kong and China offices of BASF China /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18830560.

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Chan, Kit-wan Amy, and 陳潔雲. "A study on the organizational climate in Hong Kong and China offices of BASF China." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31267865.

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3

Tsang, Kwok-chuen, and 曾國全. "Motivation of property management site staff." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31969239.

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4

Wong, Tung-kwong Herman. "Materialism and motivation towards compensation in Hong Kong civil servants." Click to view the E-thesis via HKUTO, 2006. http://sunzi.lib.hku.hk/hkuto/record/B36409893.

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Wong, Tung-kwong Herman, and 黃東光. "Materialism and motivation towards compensation in Hong Kong civil servants." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B36409893.

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6

Yü, Ying-siu, and 余瑛韶. "Employee motivation and satisfaction in different organizational levels: a study of banking industry in HongKong in transition to 1997." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266927.

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7

Lee, Ying-tong Sanna, and 李瀅鏜. "Work motivation in Japanese banks: a Hong Kong study." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B42575941.

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8

丘紹箕 and Siu-kei Yau. "Measuring the public service motivation in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2013. http://hdl.handle.net/10722/193004.

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Following the publication of Perry and Wise’s essay on public service motivation (PSM) in 1990 and Perry’s PSM measurement scale in 1996, the concept of public service motivation has attracted wide attention and empirical research on its definition, measurement and incidence in the past twenty years. However, little empirical research has been conducted on PSM in Hong Kong. This research is intended to examine the dimensionality and generalizability of PSM in Hong Kong by using self-administered survey instruments with two groups of different respondents. Group 1 consisted of 55 students of Master of Public Administration of the University of Hong Kong (mostly full time public servants) whilst Group 2 consisted of 78 undergraduates from different faculties in the same university. Two separate survey instruments were used for group 1 and group 2 respondents. All 40 items of Perry’s PSM dimensions were included in the two survey instruments with additional 7 items and 8 items added for group 1 and group 2 respectively. The additional items were introduced to measure the relationship of variables including organizational commitment and job expectation and PSM dimensions. The findings did not reveal the PSM level of group 1 was higher than group 2. However, females were found having relatively higher PSM level than males under the dimension of Attraction to Public Policy Making. The independent variable of Organization Commitment was strongly and positively correlated with the dimensions of Commitment to Public Interest, Civic Duty and Self Sacrifice while Job Expectation was strongly and positively correlated with the dimensions of Attraction to Public Policy Making, Social Justice, Civic Duty and Self Sacrifice. This research contributed to provide better understanding and knowledge of PSM in the Hong Kong context especially on the influence of the independent variables of organizational commitment and job expectation on PSM dimensions.
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Public Administration
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Master of Public Administration

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9

Koo, Wah-hung, and 顧華紅. "Job motivation of assistant librarians in Hong Kong Public Libraries." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46773460.

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Lui, Young Kam-ling Margaret, and 雷楊金鈴. "Work-related needs among Hong Kong commercial employees." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31207005.

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Books on the topic "Employee motivation - China - Hong Kong"

1

Qian, Yin. Dynamics vs. tradition in Chinese foreign policy motivation: Beijing's fifth column policy in Hong Kong. Commack, N.Y: Nova Science Publishers, 1999.

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Qian, Yin. Dynamics vs. tradition in Chinese foreign policy motivation: Beijing's fifth column policy in Hong Kong as a test case. Commack, N.Y: Nova Science Publishers, 1999.

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Developing Learning Environments: Creativity, Motivation and Collaboration in Higher Education. University of Washington Press, 2008.

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Book chapters on the topic "Employee motivation - China - Hong Kong"

1

Chan, Yanis Yin Lam, and Cristina Díaz Martín. "Raising Children in Cantonese, English, and Putonghua (Mandarin Chinese) Within Non-Trilingual Families." In International Perspectives on Modern Developments in Early Childhood Education, 137–52. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-2503-6.ch008.

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This chapter explores trilingual teaching in Hong Kong, a city where the ‘trilingual and biliterate' policy was officially enacted for more than two decades. A brief introduction of Hong Kong's language climate was illustrated to provide a clearer idea why trilingualism is a significant topic that should be explored. The two purposes of this study are to understand more about how non-trilingual parents raise their trilingual children and to compare the findings between families of different socioeconomic and cultural background. Case studies were conducted with four families: two bilingual local families, one bilingual family from mainland China, and one monolingual family from Nepal. The work provides viewpoints regarding the motivation, attitude, expectations, and strategies of these four families in raising trilingual children in Hong Kong.

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2

Frankel, James D. "Islamisation and Sinicisation: Inversions, Reversions and Alternate Versions of Islam in China." In Islamisation, 495–514. Edinburgh University Press, 2017. http://dx.doi.org/10.3366/edinburgh/9781474417129.003.0024.

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In the People’s Republic of China (PRC), religious freedom is guaranteed by the constitution, but is hardly taken for granted. Media fanning public fears about the spread of radical Islam is a recent development, as seen on the front page of the Hong Kong daily Ming Pao, which juxtaposed an infl uential Islamic community in Yunnan province with the Charlie Hebdo attacks in Paris.1 Such editorial skew is largely motivated by the interest in playing upon popular prejudice to help sell newspapers, a motivation shared by both Western and Eastern media. But the underlying preconception is strikingly similar. Fear among non-Muslims of Islamisation – the spread of Islamic extremism, or simply of Islam – has made its way to China.

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