The Extent of Divergence in Human Resource Practice Across Three Chinese National Cultures: Hong Kong,Taiwan and Singapore

This study examines the extent of divergence versus convergence impact on the design of performance appraisal schemes across three Chinese culture-based newly industrialised countries: Hong Kong, Taiwan and Singapore. This survey research, which assessed respondents’ perceptions of their country's predominant behavioural characteristics of management practice pertinent to performance appraisals, demonstrated significant differences among the countries under study. the results suggest that, contrary to past cross-cultural cluster research, homogeneity should not automatically be assumed in guiding important management practices such as performance appraisal.     

Attitudes towards different sources of executive appraisal: a comparison of Hong Kong Chinese and American managers in Hong Kong

This study examines the attitudes of three groups of managers in Hong Kong, namely, Hong Kong Chinese managers in local Chinese firms (HK/HK), Hong Kong Chinese managers in US firms (HK/US) and American managers in US firms (US/US), towards supervisory, peer, subordinate and multi-source appraisal of executive performance. The more recent perspective of crossvergence, within the convergence-divergence debate, provides the theoretical foundation for formulating the hypotheses. The findings indicate support for this new perspective of crossvergence. There is also evidence of the coexistence of all the three perspectives of convergence, divergence and crossvergence. The study found that the practice of supervisory appraisal is supported more by HK/US and US/US managers than by HK/HK managers. Furthermore, both HK/US and US/US managers are more supportive of subordinate evaluation than peer evaluation. Overall, the findings indicate that the traditional Chinese values may be more congruent with the notion of supervisory appraisal than with peer and subordinate evaluation. The study thus points out the importance of the compatibility of norms and beliefs regarding a management practice such as performance appraisal with the local national cultures in determining the acceptance and hence the transferability of that practice across countries.     

The Changing Nature of Border,Scale and the Production of Hong Kong's Water Supply System since 1959

This article investigates the making of Hong Kong's water supply system since 1959. It starts by assessing the perspectives provided by the regime approach and the political ecology literatures. The case of Hong Kong brings in ideas from border studies and draws attention to the changing nature of the border to explain socio‐ecological and scaling interactions. The case study maps the border relationship between China and Hong Kong (and Britain), and the political tussle between them over the control of water supply to the city in the late colonial period 1959–78, which resulted in the creation of a localized self‐sufficient water supply system in Hong Kong, and the consolidation of Hong Kong's scale as a colonial city‐state under British rule. It further explicates the change in the nature of the political border since 1979, and the processes by which Hong Kong abandoned attempts to strengthen its local supply, becoming dependent on supply from the regional Dongjiang water networks, as well as the transformation of its scale to become a subordinate of the larger political unit in subsequent years.     

Strategic factors influencing international human resource management practices: an empirical study of Australian multinational corporations

This paper presents a diachronic account of the careers of two generations of Chinese in Hong Kong and two generations of Chinese in Britain. It focuses on both the intra-generational and inter-generational similarities and diversities in career development of these Chinese. Using Raider and Burt's (1996) distinction between voluntary and involuntary boundaryless careers as a framework, this study concludes that the ‘firstgeneration Chinese’ in both Hong Kong and Britain were initially involuntarily bounded in their careers, but, over time, the ‘first-generation Chinese’ in Britain later chose to be voluntarily bounded to their careers, while the ‘first-generation Chinese’ in Hong Kong were pushed by macro-economic factors to experience involuntary boundarylessness. In contrast, the ‘second-generation Chinese’ in Britain are rather ambiguously placed, in a position voluntarily to choose bounded or boundaryless careers, while the ‘secondgeneration Chinese’ in Hong Kong are more firmly ensconced in a situation of pursuing voluntary boundaryless careers.     

Can performance appraisals motivate employees to improve performance? A Mexican study

In this study of Mexican employees, we examined the relationship between performance appraisal characteristics (appraisal source, appraisal purpose and feedback richness) and perceived reactions of employees to the appraisal characteristics (perceived fairness and perceived accuracy of appraisals) and appraisal outcomes (appraisal satisfaction and motivation to improve). We hypothesized that multisource appraisals, appraisals used for administrative and developmental appraisals (multipurpose appraisals) and appraisals that have a high degree of feedback richness would lead to more perceived accuracy and perceived fairness of appraisals. We further hypothesized that higher levels of perceived fairness and accuracy would lead to higher levels of employee appraisal satisfaction and motivation to improve performance in the future. Results based on a survey of Mexican employees provide support for most of the hypothesized relationships. We discuss implications of the findings for research and practice of performance appraisals in the Mexican context.     

Human resource practices and firm performance of multinational corporations: influences of country origin

Drawing from a cultural values perspective, we investigate the effects of country origins on HR (human resource) practices of firms from the United States, Great Britain, Japan and Hong Kong operating in Hong Kong. In general, results supported hypothesized differences in HR practices of firms from different countries. In addition, results indicated that HR practices, specifically structural training and development and retention-oriented compensation, were related to various measures of firm performance. Of further interest was the finding that country origin moderated relationships of HR practices with firm performance; in general, relationships of structural training and development and retention-oriented compensation were stronger for Hong Kong firms. Implications of the results are discussed.     

The interactive effect of LMX and LMX differentiation on followers’ job burnout: evidence from tourism industry in Hong Kong

Building on the conservation of resources theory, we posit that leader–member exchange (LMX) serves as a valued resource to reduce followers’ job burnout. Informed by the theoretical arguments of reference group theory and norm of equality, we further propose two sets of competing hypotheses to test whether LMX differentiation within teams enhances or dampens the effect of LMX on relieving job burnout. Using a sample of 288 travel agents in Hong Kong, we find a negative relationship between LMX and emotional exhaustion. In support of the prediction of norm of equality, the results show that the negative relationships between LMX and emotional exhaustion and between LMX and diminished sense of personal accomplishment were stronger when LMX differentiation was low. Implications for theory and managerial practice and future research directions are discussed.     

THE SINO-BRITISH JOINT DECLARATION, 1997, AND THE LAND MARKET OF HONG KONG*

In September, 1984, Britain and China concluded the Joint Declaration on the Future of Hong Kong. The Joint Declaration guarantees the continual practice of capitalism and a high degree of autonomy for Hong Kong for a period of 50 years after 1997. It helped to rebuild confidence and caused property prices to rise. However, Annex HI of the Joint Declaration places severe restraints on the present government, limiting its ability to respond to market trends and generate funds from land sales. This paper seeks to look at some of these effects. It is argued that there is very little room for the present government to maneouvre and that even now the constraints imposed by the Joint Declaration are affecting the land market in Hong Kong. Higher land prices, a slower rate of horizontal expansion of the city and a greater intensity of land use are likely consequences of the newly imposed contraints. The recent emphasis on inner city development and redevelopment vis-a-vis a new town development strategy is in part attributable to the Joint Declaration.     

香港与世界级金融中心的差距及发展优势

我国经济规模正在迅速扩大,越来越需要世界级金融中心的支撑.香港目前是排在伦敦和纽约之后第二梯队的国际金融中心;认为香港金融业的成长具有优越的条件,分析了香港与伦敦和纽约的差距及向世界级金融中心迈进的有利条件.     

Engaging Hong Kong businesses in environmental change: drivers and barriers

Hong Kong's businesses have been slow to embrace environmental management principles, particularly in the SME sector. This article analyses key barriers and incentives to engaging Hong Kong businesses with voluntary environmental initiatives and compares their relevance for companies of different sizes. As in other countries, SMEs show a much lower uptake of such activities than larger companies. Their approach towards environmental management is predominantly reactive, and legislation remains the key driver for engaging them with environmental change. Inadequate government policy and support, societal attitudes and corporate culture all contribute significantly to the comparatively poor development of corporate environmental management among Hong Kong companies. As long as most SMEs regard voluntary environmental activities as costly and unnecessary ‘extras’ that endanger their competitiveness and detract resources from their core business without offering any tangible benefits, fundamental improvements in their environmental performance will be difficult to achieve. Copyright © 2006 John Wiley & Sons, Ltd and ERP Environment.     

Do cultural differences explain differences in attitudes towards unions? Culture and attitudes towards unions among call centre workers in Britain and India

This article adds to the literature on worker attitudes towards unions by investigating the impact of cultural attitudes and the call centre labour process on union attitudes among call centre workers in Britain and India. It is hypothesised that workers with egalitarian and collectivist cultural attitudes will be more likely to have pro‐union attitudes than other workers, although if the impact of cultural attitudes is mediated by history and institutions, it might be expected that this relationship is stronger for British than Indian workers. Conversely, if union attitudes are largely a function of the call centre labour process, we would expect union attitudes to be similar among workers in both countries. Our results only partially support our hypotheses. Collectivist attitudes are only weakly related to union attitudes among the British sample but are more strongly related in the Indian sample. There are significant differences between union attitudes among our British and Indian samples. The article concludes that relationship between cultural attitudes and union attitudes are heavily dependent on institutional context. Cultural attitudes are unlikely to be either a constraint or a facilitator of union efforts to organise workers.     

The social context of performance appraisal and appraisal reactions: A meta‐analysis

This study reviews and meta‐analyzes the literature on the social context of performance appraisal. Results indicate that aspects of rater‐ratee relationship quality (i.e., supervisor satisfaction, supervisor support, supervisor trust) are strongly related to ratee reactions to performance appraisals. Rater‐ratee relationship quality is more strongly related to appraisal reactions than appraisal participation or performance ratings. Integrating social exchange theory with procedural justice theory, this article tested whether or not the relationship quality–appraisal reactions relationship was due to relationships between relationship quality and instrumental resources for the ratee (i.e., appraisal participation and rating favorability). When controlling for relationships between these resources and appraisal reactions, a direct path between relationship quality and reactions was significant, supporting a relational model of the exchange between appraisal partners. The relationship quality–appraisal reaction relationship was not moderated by performance rating favorability or appraisal participation. In total, these results highlight the importance of relationship quality to employee reactions to performance appraisal—and the importance of ratee reactions as an important resource in the social exchange between appraisal partners. Implications for theory, practice, and future research are discussed. © 2012 Wiley Periodicals, Inc.     

The relationship between performance appraisal criterion specificity and statistical evidence of discrimination

Plaintiffs' expert witnesses in EEO cases involving performance appraisals often claim that adverse impact is a result of the type of rating format used. Their theory is that more specific rating criteria will lead to lessened adverse impact. We tested that theory by comparing data from a simple category‐based rating system against data from a standards‐based Work Planning and Review appraisal system with over 248,000 performance appraisals of state employees. Using logistic regression and statistical definitions of prima facie discrimination, we found no support for the hypothesis that adverse impact is materially affected by criterion specificity. © 2003 Wiley Periodicals, Inc.     

Hong Kong's entrepreneurship: behaviours and determinants

It is widely known that Hong Kong's economic success is to a large extent attributed to its dynamic entrepreneurs. However, economic studies on Hong Kong's style of entrepreneurship are few. This paper attempts to throw light on this issue. It argues that Hong Kong is an entrepreneurial society. A unique feature of Hong Kong's style of entrepreneurship lies in its ability to conduct ordinary, rather than extraordinary, discovery. Through the use of guerrilla business strategy, imitation and regional arbitrageurship, entrepreneurial firms in Hong Kong are able to exploit narrow profit margins and to survive global competition. Moreover, the cultural, economic and political environments of Hong Kong are found to be favourable in incubating adaptive entrepreneurship. This paper concludes that, although Hong Kong's style of entrepreneurship emerges out of its unique environments, Hong Kong's experience can be useful to other developing economies. The critical issue is whether latecomer countries can successfully develop adaptive entrepreneurship compatible with their backgrounds so as to exploit international market opportunities.     

Cognitive processing models in performance appraisal: evidence from the Malaysian education system

The effectiveness of the decision‐making process in appraisal has been of long‐standing interest. This paper reports the results of research exploring the extent to which those undertaking appraisals apply systematic processes to their decision‐making, represented in terms of the cognitive processing models applied by appraisers. Results of 22 cognitive mapping interviews exploring appraisal practice, undertaken with appraisers in the Malaysian education system, are described. The resultant cognitive maps have been explored for what they tell us about the cognitive processing models underlying appraisers' decision‐making. Results suggest that the practice of appraisal evidenced in interviews demonstrates the presence of cognitive processing that reflects theoretical cognitive processing models, although some differences are observed between less experienced and experienced appraisers' models. Implications from the interview findings for the practice of appraisal are identified.     

Women-friendly HRM good for QWL? The case of Hong Kong based companies

Organizations in Hong Kong were surveyed to gauge how women-friendly they were and how their human resource managers viewed the effect of women-friendly HRM policies and practices on employees' quality of work life. It was found that only about half of the policies mentioned in the questionnaire were practised by less than 10 per cent of the organizations. Principal component analysis conducted showed that organizational women-friendliness was multi-facet in nature. Using these facets - women friendly dimensions (WFDs) - as criteria and controlling for size, the study found that firms with American and European origins were more women-friendly than Hong Kong firms. Furthermore, when American companies were compared to Hong Kong companies, it was on the WFD of career development that the former were significantly higher than the latter. In contrast, when comparing European organizations with Hong Kong organizations, it was the WFD of flexibility on which the two differed most markedly.     

International stock exchange listing and the reduction of political risk

The impending 1997 assimilation into the People's Republic of China made the 1980s a challenging period for Hong Kong, one in which Kong Kong-based companies relocated their corporate domiciles to other countries as political insurance. International listing, however, is another way for companies to reduce political risk. This paper examines the post-1985 effects of Hong Kong-based company stocks being quoted on London's International Stock Exchange. We document that there is no price effect for these companies after the first trading day and a significant increase in the average trading volume surrounding the event day. This may be attributed to the London market makers who build up their stakes before the listing and who unwind their positions in the Hong Kong market after the event day. We also find that there is, on average, a decrease in systematic risk of these companies after being traded on the London market. Furthermore, the evidence shows that there is an increase in systematic risk for companies that are not listed in London after 4 June 1989, however, not for those London-listed Hong Kong companies. The results constitute evidence to support the inference that there is a reduction of local political risk for internationally listed companies.     

The Profitability of Trading Strategies Based on Book Value and Earnings in Hong Kong: Market Inefficiency vs. Risk Premia

Using a sample of Hong Kong firms, we have examined the relative and incremental usefulness of book-to-price ratio (B/P), and earnings-to-price ratio (E/P) for providing profitable trading strategies or for predicting stock returns. Our results show that trading strategies based on B/P or E/P yield significant excess returns for various holding periods up to two years, and that B/P and E/P are not only individually but also incrementally useful for predicting stock returns. Further, results of various tests indicate that trading profits observed from the B/P strategy are likely to be a result of B/P proxying for risk differentials, while those from the E/P strategy are related to gains from exploitation of market inefficiency or mispricing. The two ratios appear to capture different aspects of firm value in Hong Kong.     

British industrial relations and the European Community

The purpose of this paper is to review the influence that Britain's membership of the European Community has had on industrial relations in Britain. More specifically the so-called ‘Social Dimension’ of the 1992 internal market is assessed. The conclusion is that British industrial relations will continue to be influenced by developments in the European Community for the rest of the 1990s and beyond. However, it is more likely that there will be a weaving of a European dimension into national industrial relations systems rather than the imposition of a new EC-wide model.     

Asymmetric risk spillovers between Shanghai and Hong Kong stock markets under China’s capital account liberalization

In this paper, we investigate the asymmetric risk spillovers between Shanghai and Hong Kong stock markets under the backdrop of China’s capital account liberalization by measuring the Conditional Value-at-Risk (CoVaR) based on adjusted realized volatilities and variational mode decomposition based copula model. The empirical results show that, the asymmetric features of risk spillovers between the two markets are significant and manifest different states before and after the Shanghai-Hong Kong Stock Connect and Shenzhen-Hong Kong Stock Connect schemes. More specifically, first, the downside risk spillovers from Hong Kong to Shanghai are significantly larger than its upside risk spillovers, while the risk spillovers from Shanghai to Hong Kong is on the contrary. Second, the short-run risk spillovers are more drastic than the long-run risk spillovers, except the risk spillovers from Shanghai to Hong Kong after the Shenzhen-Hong Kong Stock Connect scheme. Finally, by comparing the risk spillovers from two directions, the importance of Shanghai stock market gradually rises up with the implementations of Stock Connect schemes.