Gender,extra‐firm mobility,and compensation attainment in the United States and Hong Kong

Using data from 739 U.S. managers and professionals and 593 Hong Kong Chinese managers and professionals we examined the moderating effects of gender on the relationship between changing employers and compensation attainment. While there were no gender‐based compensation differences early in the careers of these individuals (in 1991), large pay differences favoring men were observed in 1999 only among those who had followed an external labor market strategy. These results demonstrate that this phenomenon is not isolated to labor markets of the United States and strengthen the view that much of the observed pay differential favoring men has its origins in extra‐firm mobility, not intra‐firm gender discrimination. Copyright © 2004 John Wiley & Sons, Ltd.     

Distributive and procedural justice as predictors of employee outcomes in Hong Kong

This study examines the extent to which employee judgments about distributive and procedural justice predict job satisfaction, intent to stay and evaluation of supervision in Hong Kong. Distributive and procedural justice each plays a role in determining work outcomes of Hong Kong employees. However, some effects of these justice variables differ from results of previous studies in the United States (U.S.). First, in previous U.S. studies, procedural justice moderates the relationship of distributive justice with evaluation of supervision, but not with job satisfaction or intent to stay. For Hong Kong employees, procedural justice moderates the effects of distributive justice on job satisfaction and intent to stay, but not on evaluation of supervision. Second, previous U.S. studies have shown that procedural justice has a larger effect on work outcomes for women, while distributive justice has larger effects on outcomes for men. For Hong Kong employees, the effects of procedural and distributive justice are about the same for men and women. Differences in the effects of distributive and procedural justice between Hong Kong and the U.S. may reflect cultural dimensions, such as collectivism/individualism and power distance, as well as the relative availability of rewards for women in the work force. Practical implications and future research directions are discussed. Copyright © 2000 John Wiley & Sons, Ltd.     

Antecedents of early career stage mentoring among Chinese employees

This study examined the mediating influence of protege‐initiated mentoring relationships on the relationship between personality and situational characteristics and mentoring received. Data were obtained from Hong Kong Chinese graduate employees (N=184) in their early career stage. Results of the regression analysis showed that protege‐initiated mentoring relationships mediated the relationship between the personality (extraversion) but not the situational (individual development culture and opportunities for interactions on the job) characteristics and mentoring received. In other words, extraversion was indirectly related to mentoring received through protege‐initiated mentoring relationships but individual development culture and opportunities for interactions on the job were directly related to mentoring received. Additionally, opportunities for interactions on the job indirectly influenced mentoring received through protege‐initiated mentoring relationships. Limitations of the study, implications of the findings and directions for future research are discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

Effects of implicit achievement motivation,expected evaluations,and domain knowledge on creative performance

This paper explores the effect of achievement motivation on creative performance. I also describe how expectations of differing types of evaluations and knowledge of the domain moderate the relationship between implicit achievement motivation and creativity. Results suggest achievement motivation, measured implicitly, is related to creative performance. Additionally, the effect of achievement motivation at the implicit level on creative performance is moderated by expectation of evaluation and domain knowledge in a three‐way interaction. The main effect for achievement motivation, assessed at the implicit level, as a predictor of creative performance holds when controlling for other factors previously tested as predictors of creativity, including a self‐report assessment achievement motivation. I conclude by discussing the implications of this research and provide suggestions for future research opportunities. Copyright © 2014 John Wiley & Sons, Ltd.     

Racial differences in promotion candidate performance and reactions to selection procedures: a field study in a diverse top‐management context

The present study examined African‐American and White promotion candidates' reactions to and performance on selection procedures that were completed within a police department where African Americans occupied the majority of top‐management positions. Reactions (perceived job relatedness and test‐taking motivation) of 187 candidates competing for promotion to the rank of sergeant were assessed after completing a written job knowledge test and a situational interview. Analyses showed that both the African‐American and White candidates judged the situational interview to be more job‐related than the pencil‐and‐paper job knowledge test. In addition, African Americans perceived both selection measures to be more job‐related and reported higher levels of test‐taking motivation than White candidates even though African Americans performed more poorly than White candidates on the paper‐and‐pencil test. These results challenge the contention that lower test‐taking motivation for African‐American candidates is related to racial differences in performance on pencil‐ and‐paper tests. Implications and directions for future research on reactions to selection procedures for promotion in racially diverse employment settings are discussed. Copyright © 2007 John Wiley & Sons, Ltd.     

Relationship between organizational justice and employee work outcomes: a cross‐national study

This study examined the influence of organizational justice perceptions on employee work outcome relationships as moderated by individual differences that are influenced by societal culture. Power distance, but not country or individualism, moderated the relationships between perceived justice and satisfaction, performance, and absenteeism. The effects of perceived justice on these outcomes were stronger among individuals scoring lower on power distance index, and most of these study participants were in the U.S. (versus Hong Kong) sample. Limitations of the study and the implications of the findings for managing cross‐culturally are discussed. Copyright © 2001 John Wiley & Sons, Ltd.     

Implementation of safety management systems in Hong Kong construction industry – A safety practitioner's perspective

IntroductionIn the 1980s, the safety management system (SMS) was introduced in the construction industry to mitigate against workplaces hazards, reduce the risk of injuries, and minimize property damage. Also, the Factories and Industrial Undertakings (Safety Management) Regulation was introduced on 24 November 1999 in Hong Kong to empower the mandatory implementation of a SMS in certain industries including building construction. Therefore, it is essential to evaluate the effectiveness of the SMS in improving construction safety and identify the factors that influence its implementation in Hong Kong.MethodA review of the current state-of-the-practice helped to establish the critical success factors (CSFs), benefits, and difficulties of implementing the SMS in the construction industry, while structured interviews were used to establish the key factors of the SMS implementation.ResultsResults of the state-of-the-practice review and structured interviews indicated that visible senior commitment, in terms of manpower and cost allocation, and competency of safety manager as key drivers for the SMS implementation. More so, reduced accident rates and accident costs, improved organization framework, and increased safety audit ratings were identified as core benefits of implementing the SMS. Meanwhile, factors such as insufficient resources, tight working schedule, and high labor turnover rate were the key challenges to the effective SMS implementation in Hong Kong.Practical applicationsThe findings of the study were consistent and indicative of the future development of safety management practice and the sustainable safety improvement of Hong Kong construction industry in the long run.     

The structure and strength of achievement motivation: A cross-cultural comparison

An intercultural research project on achievement motivation was originated based on a multifaceted approach. The objective of this study was to analyze the structure of the achievement motive domain for samples from five countries: the United States, the Netherlands, Israel, Hungary, and Japan. We hypothesized that data collected from the various samples will reflect the basic facets suggested by the definitional framework of achievement motivation. In addition, it was hypothesized that the individualistic and collectivistic cultural orientations will have an effect on motive strength. Results from 1868 respondents supported the hypotheses. The three basic facets of the definition of achievement motive: behavior modality (instrumental, affective, or cognitive), type of confrontation (confronting oneself or matching solutions to challenges), and time perspective relative to task performance (before, during, or after performance), were reflected as major determinants of the data. Achievement tendencies were highest for U.S.A. respondents (individualistic culture) and lowest for the Japanese and the Hungarian respondents (collectivistic societies). Theoretical implications as well as suggestions for further research were outlined.     

香港特区建筑安全管理的探讨与借鉴

近年来 ,香港特区的建筑业安全状况有了长足进步 ,由于香港的发展既长期受到西方国家先进技术和知识的影响 ,同时又具有中国的传统文化背景 ,因此 ,研究其成功的经验对内地的建筑安全工作有着十分重要的借鉴意义。笔者主要从香港政府部门 (劳工处和环境运输工务局 )对建筑安全的管理和非政府机构 (职业安全健康局、绿十字会等 )对建筑安全的作用两方面进行探讨 ,总结香港特区在建筑安全方面的成功做法 ,最后对内地的建筑安全工作提出了一些建议。     

Workplace offense and victims' reactions: the effects of victim‐offender (dis)similarity,offense‐type,and cultural differences

This study examined the effects of workplace offenders' characteristics and offense‐type on victims' reactions. Responses from 352 employed graduate students in the U.S. and South Korea to a hypothetical offense incident revealed that employees from the U.S. and Korea differ in their expressed desirability of avoiding, seeking revenge against, and reconciling with an offending coworker depending on the offenders' similarity/dissimilarity to the victim and on the type of offense. As expected, Koreans (but not U.S. Americans) were more likely to avoid and to seek revenge on a coworker whose offensive remark was group‐ rather than personally‐directed. In addition, Koreans were most motivated to reconcile when an offensive remark came from a similar rather than dissimilar coworker and when the offense targeted them personally (not their group). However, U.S. Americans were most motivated to reconcile when an offensive remark came from a similar rather than dissimilar other and when the offense targeted their group (not them personally). Copyright © 2008 John Wiley & Sons, Ltd.     

Perceived benefits of applying Pay for Safety Scheme (PFSS) in construction – A factor analysis approach

In recent years, construction safety has been a hot topic in Hong Kong. The Government of the Hong Kong Special Administrative Region (HKSAR) has launched different safety measures to improve the prevailing safety performance of the construction industry. The Pay for Safety Scheme (PFSS) has emerged as one of the major safety initiatives launched within the public sector construction industry since 1996. It aims to encourage the safety awareness by taking the contractor’s pricing for safety-related items out from the consideration of competitive bidding. The objective is to provide a concise review of the prevailing application of PFSS in Hong Kong in general, and to identify and analyse the key benefits of PFSS in construction through an industry-wide empirical questionnaire survey in particular. Altogether, 145 industrial practitioners who have derived extensive hands-on experience with the PFSS construction projects participated in the survey to indicate their levels of agreement to those 14 key benefits identified which were measured and analysed by factor analysis. The results of factor analysis indicated that the 14 individual benefits of implementing PFSS were consolidated under four underlying factors: (1) Enhancing safety climate and attitude; (2) Promoting effective safety-related communication; (3) Streamlining the safety procedures; and (4) Ensuring adequate safety training. A wider application of PFSS should be encouraged with a view to achieving better safety performance within the industry. It is recommended that a similar scheme to PFSS currently applied in Hong Kong may be developed for implementation in other regions or countries for international comparisons.     

Age differences in safety attitudes and safety performance in Hong Kong construction workers

PROBLEM: Safety in the construction industry is a major issue in Hong Kong, representing about 46% of all occupational injuries in 1998. This study explored linear and curvilinear relations between age and safety performance (accident rates and occupational injuries), as well as safety attitudes, in construction workers in Hong Kong. METHOD: A Chinese version of the Safety Attitude Questionnaire (SAQ by Donald & Canter) was developed and administered to a sample of Chinese construction workers (N=374, 366 males, 8 females) from 27 construction sites. RESULTS: Accident rates were not related to age. Occupational injuries were related to age in a curvilinear manner, with injuries at first increasing with age, then decreasing. Two safety attitude scales were related to age with older workers exhibiting more positive attitudes to safety. If age and tenure are controlled, some attitude scales are predictors of safety performance. IMPACT ON INDUSTRY: Management/supervisors, team leaders, and workers are all responsible for safety, and any negative bias toward older construction workers is unfounded.     

The effects of job complexity and autonomy on cohesiveness in collectivistic and individualistic work groups: a cross‐cultural analysis

Increased job complexity and autonomy have often been associated with improved performance in work groups. This study examines the mediating effect of group cohesiveness. The moderating effects of individualism/collectivism on the relationship between job characteristics (both complexity and autonomy) and cohesiveness are also tested. The sample consists of 381 teams drawn from the Hong Kong and U.S. branches of an international bank. The findings indicate that an increase in job complexity and/or task autonomy will increase group cohesiveness, which subsequently translates to better performance. The positive effects of job complexity and autonomy on group cohesiveness are also found to be more prominent for individualistic rather than collectivistic work groups. The theoretical implications of the results and the limitations of the study are also discussed. Copyright © 2003 John Wiley & Sons, Ltd.     

The relationship between managerial motivation,leadership, nurse outcomes and patient satisfaction

This ex‐post facto/correlational study examines the relationships among the following variables: nurse manager motivation for power, achievement and affiliation (N=19), managerial leadership behaviors, staff nurse outcomes of job satisfaction, productivity and organizational commitment (N=221) and patient satisfaction (N=299). Results show that managerial motivation for power is negatively correlated with manager use of leadership behaviors and staff nurse job satisfaction but positively correlated with patient satisfaction. Managerial motivation for achievement is positively correlated with use of leadership behaviors as well as nurse job satisfaction, productivity and organizational commitment, and generally to patient satisfaction. Managerial motivation for affiliation reveals few significant positive or negative relationships with other variables. The researcher concludes that both power and achievement motivation of the manager influence staff and patient outcomes in health care in the 1990s. Copyright © 1999 John Wiley & Sons, Ltd.     

The interdependence of work and family roles

The circumstances of the lack of attention to the interdependence of family functions and external employment in the research to date are considered. Major problems and barriers to progress are noted. One problem is the conceptual-theoretical barrier of viewing work as masculine and family responsibility as feminine. A second problem is a differential focus in the research to date in which either the family is studied with inadequate attention given to work, or the work setting is studied with insufficient consideration of family responsibilities. Research strategies are reviewed and discussed, including the need to identify combinations of types of occupations and family situations. Five work-family groups are identified. One of the five groups, single parent is used to illustrate policies pertaining to the interdependence of work and family roles. The relevance of research on role interdependence for both governmental policy and organizational policy is considered in a discussion of the effects of policy on effective integration of work and family roles.     

Different motivations for knowledge sharing and hiding: The role of motivating work design

Little research to date has focused on understanding employee motivation to share and hide knowledge. Using self‐determination theory, we tested the premise that knowledge sharing and hiding might be differentially motivated and that work design characteristics might influence the motivation to share knowledge with colleagues. In a panel survey of Australian knowledge workers and in a Chinese knowledge‐intensive organization, we asked knowledge workers, using time‐lagged designs, about perceptions of work design, motivation to share knowledge, and self‐reported knowledge sharing and hiding behaviors. Results, largely replicated across both samples, indicated that cognitive job demands and job autonomy were positively related to future reports of knowledge‐sharing frequency and usefulness via autonomous motivation to share knowledge. Unexpectedly, task interdependence was positively related to the three forms of knowledge hiding (evasive and rationalized hiding, and playing dumb) via external regulation to share knowledge. Implications for the design of jobs that motivate knowledge sharing and demotivate knowledge hiding are discussed.     

Age and learning during unemployment

This study investigated age, past job control, social support and financial hardship as predictors of continuous learning among a sample of unemployed job seekers. A total of 172 participants completed measures of continuous learning (motivation to learn, education initiative and updating behaviour) and of potential predictors. Analysis showed that age was not related to motivation to learn and education initiative. Past job control and social support moderated the relationship between age and continuous learning. Age was positively related to some types of continuous learning for unemployed people with high social support and high past job control. Future research should identify more individual and situational characteristics, which support continuous learning throughout the lifespan. Copyright © 2006 John Wiley & Sons, Ltd.     

An analysis for the causes of accidents of repair,maintenance, alteration and addition works in Hong Kong

This study unveils causes of accidents in repair, maintenance, alteration and addition (RMAA) work. RMAA work is playing an increasingly important role in developed societies, including Hong Kong. Safety problems associated with RMAA work in Hong Kong has reached an alarming level. In view of rapid expansion of the RMAA sector and rising proportion of accidents in the construction industry, there is a pressing need to investigate causes of RMAA accidents. Structured interviews were conducted with RMAA contractors to explore causes of accidents in the RMAA sector. A two-round Delphi method with 13 safety experts was subsequently employed to verify the interview findings and rank the relative degree of importance for various causes of accidents. Accidents happen in RMAA work due to intersection of reasons. One of the root causes of accidents in RMAA works is low safety awareness of RMAA workers; however, wider organizational and industrial factors are not negligible. This study sheds light on why accidents happen in the RMAA sector. Only when the factors leading to accidents are identified can effective measures be made.     

组织定向的人因失误因果模型及影响关系研究

为了更好地从源头上预防人因失误,首先,基于系统理论发展一个组织定向人因失误的"结构-行为"因果模型,包括组织子模型、情境状态子模型、个体因素子模型以及人因失误子模型。然后,分析模型中各子模型之间以及其因素类别之间的直接和间接影响关系,如模型中各层级之间的因果关系:组织因素→情境状态因素→直接触发人因失误的个体因素→人的认知行为失误。最后,基于事件报告分析、专家意见和文献资料,并依据建立的4种影响类型(I,C,A,N)识别具体情境环境与人因失误或认知行为之间的影响关系。分析结果表明,情境环境因素对人因失误的影响非常复杂,不同的情境环境因素对同一人因失误可能产生不同类型的影响,同一情境环境因素对不同的人因失误可能产生不同类型的影响。     

Linking emotional intelligence to safety performance: The roles of situational awareness and safety training

Introduction: Safety outcomes in the workplace require individual employees to perform (behave) safely in everyday duties. While the literature suggests that emotional management capabilities or traits can be positively related to individual performance in certain conditions, it is not clear how they can influence safety-related performance in high-risk work contexts. Drawing upon trait activation theory, this paper aims to examine when emotional intelligence (EI) benefits employees’ safety performance. We propose that when employees receive inadequate safety training, EI is more likely to trigger their situational awareness and consequently promote their safety performance. Method: We collected time-lagged data from 133 full-time airplane pilots working in commercial aviation industry. Hierarchical moderated regression analysis was conducted to test the moderating effect of safety training inadequacy on the EI–situational awareness relationship. The moderated mediation model, which involves conditional indirect effects of EI on safety performance via situational awareness across different levels of safety training inadequacy, was tested using the PROCESS-based bootstrap confidence interval. Results: Safety training inadequacy negatively moderated the relationship between EI and situational awareness, such that EI was significantly related to situational awareness only when safety training inadequacy was more salient. The more inadequate safety training was, the greater the indirect effect of EI on safety performance via situational awareness was. Conclusions: Inadequate safety training, as a negative situational cue, can activate individuals’ EI to drive their safety-related cognitions (e.g., situational awareness) and behaviors. Effective safety training may be able to complement employees’ low EI in shaping their situational awareness and safety behaviors. Practical Applications: Aviation managers should monitor the adequacy and effectiveness of safety training; this could make pilots’ situational awareness and safety performance depend less on personal attributes (e.g., EI), which organizations are less able to control. When training capacity is temporarily limited, priority might be given to those with low EI.