Ain't Talkin' ‘Bout Gentrification: The Erasure of Alternative Idioms of Displacement Resulting from Anglo‐American Academic Hegemony

The concept of gentrification has become stretched, both conceptually and geographically, in ways that both erode its utility and displace alternative ways of understanding the displacement of lower‐income people by urban transformation. Among the negative consequences that we consider is that the resulting pressure to reframe analysis in terms of gentrification reinforces Anglo‐American academic hegemony and increases the difficulty of introducing more appropriate theoretical approaches from scholars in, and of, the global South. We draw on the anthropological concepts of emic and etic analysis to illustrate the dangers of such erasure and displacement of alternative frames of understanding. At the same time, the theoretical extension of the concept of gentrification to replace alternative ways of thinking about the displacement of lower income populations, such as ‘urban renewal’, has reduced the analytical utility of gentrification itself by confusing different mechanisms by which this is achieved. We illustrate the problems through consideration of the sustained tradition of work on displacement in Hong Kong using other conceptual frames. We encourage greater openness to alternative critical traditions that offer insights into the dislocation of poorer urban populations.     

香港与内地商业银行收费之比较

通过对香港银行业和内地商业银行的收费进行比较,找出内地商业银行收费（主要是中间业务收费）中存在的问题,并提出相应的解决办法。     

香港住房市场中的政府干预及其启示

首先回顾了香港政府干预私人住房市场的背景和已经使用的政策措施,然后系统总结了其在不同市场条件下干预住房市场的政策选择,并分析了使用这些干预政策所取得的效果。结果表明,香港政府对住房市场的干预,在一定程度上减小了市场波动带来的冲击,但也存在干预目标不能及时调整、货币政策工具有效性未如预期及对需求的干预重视不足等问题。分析研究香港政府干预住房市场的经验与局限性,有利于内地政府提高干预住房市场的有效性。     

Juggling Legitimacies: Informal Places for Burials and Worship in Hong Kong

The Hong Kong government's neoliberal approach regarding land development and urbanization affects not only the housing market but also burial places, increasing inequality for both the living and the dead. The urgency of tackling the issue of places for burial is all the more pressing given current demographic changes and an existing backlog of public burial places in inner‐city locations. Against this backdrop, this paper focuses on the cultural practices around burial and worship among the inhabitants of Hong Kong, and on their struggle to maintain these practices. It illustrates various forms and means of legitimacy (e.g. pragmatic, normative and cognitive) being applied by all actors, and shows how the continuing practices around worship and burial lead to the production of informality. The main argument is that socially constructed legitimacy can be gained and lost by various actors in a dynamic negotiation process based on belief systems, rules and norms (following Suchman, 1995). Thus, it should be understood as a strategic mode both within and outside the state. This perspective of legitimacy provides a better understanding of how and by what means resources and power are being negotiated in order to draw lessons from informal dynamics.     

诠释深圳与香港集装箱港口的竞争力

本文从生产要素成本（主要包括劳动力、生产资料、资本等）、要素组织成本（主要包括组织机构、政策与规划、信息获取成本、审批程序等）、要素质量（主要包括产业规模、产业集群、个体要素）三个方面对深圳和香港集装箱港口的竞争力进行了实证分析,表明深圳的要素成本同香港相比,仍有比较明显的优势,但是深圳的制度成本比香港要高,至于生产要素的质量,深圳与香港的“硬要素”差距不大.但＂软要素＂的差距还比较明显.     

Corporate restructuring and career advancement in Hong Kong

This paper examines the factors that contribute to career advancement in a sample of forty-four Hong Kong managers working in three local companies that had undergone restructuring. The findings indicate that they were acutely aware of shifts in the nature of their career paths but generally were reactive to changes rather than proactive. Their concerns about changes were mostly instrumental and pragmatic judgements about how things might affect their job security and career prospects. To increase their chances of getting promoted, they focused on human-capital investment by upgrading and widening their work skills. While they felt obligated to work overtime and enhance their performance by taking on extra duties and responsibilities, they sought to develop a harmonious relationship with the environment rather than dominate it. They disliked challenging their superiors, preferring instead to imitate their superiors' behavioural patterns. In their efforts to increase opportunities for career advancement, they employed business networking and visibility as ‘wooing’ strategies. Furthermore, the desire to avoid losing face and humiliation were effective motivators.     

Gentrification in Hong Kong? Epistemology vs. Ontology

This article examines the transferability of the concept of gentrification away from its Anglo‐American heartland to the cities of Asia Pacific and specifically Hong Kong. An epistemological argument challenges such theoretical licence, claiming that conceptual overreach represents another example of Anglo‐American hegemony asserting the primacy of its concepts in other societies and cultures. Past research suggests that if gentrification exists in Asia Pacific cities it bears some definite regional specificities of urban form, state direction and, most surprising from a Western perspective, a potentially progressive dimension for some impacted residents. Closer examination of urban discourse in Hong Kong is conducted through analysis of English and Chinese language newspapers. In both instances, gentrification is barely used to describe the pervasive processes of urban redevelopment, which otherwise receive abundant coverage. Interviews with local housing experts confirm the marginality of gentrification in academic and public discourse, and the power of a local ideology that sees urban (re)development unproblematically as a means of upward social mobility. However, in the decade‐long housing bust after 1997, growing inequality has encouraged a nascent class analysis of the property market, an ontological awakening that may prove more favourable to the identification of gentrification in an Asia Pacific idiom.     

对在深圳建香港"内陆物流港"的探讨

“内陆物流港”是“内陆货运村”的扩展形式。本文分析了“内陆物流港”的基本功能、设立模式、选址策略等，认为深圳的龙华片区是建设香港的“内陆物流港”的最佳区位；论证了“内陆物流港”的五项功能设施：集装箱重箱堆场、普通仓库区、保税仓、海关监管集装箱空箱堆场和海关集中监管仓库区，其中后两项为探索性的设施形式。最后，阐述了在深圳建设香港“内陆物流港”的四项政策建议．     

Utilization of family-friendly policies in Hong Kong

Employees in Hong Kong, like those in many other industrialized societies, face the competing demands of work and family. Long working hours and the associated problem of work–family conflict is a serious problem for the workforce. Although a number of family-friendly policies, such as the five-day working week, paternal leave and so on, have been introduced, they are not necessarily used to their fullest extent. This paper examines the utilization of family-friendly incentives using a telephone survey of 661 employees in Hong Kong with access to such measures. Its major strength is the use of a well-established model of health care utilization, the Andersen model, to conceptualize the factors associated with the uptake of family-friendly policies. The results indicate that the Andersen model works very well in this context, and further demonstrate that access to family-friendly policies in Hong Kong is not equitable. The study makes a number of significant contributions to the literature on work–life balance and the uptake of supportive measures, and shows that enabling (such as perceived effectiveness) rather than need factors explain most of the variance in such use.     

Trends in occupational sex segregation in Hong Kong

This study investigates the recent trends in occupational sex segregation in Hong Kong. It employs census data for 1991 and 1996 on the occupational distribution by sex to construct several segregation indexes. Based on these indexes, the relative impacts of the changes in the employment structure and in the gender composition of jobs are evaluated. The concentration of men and women in the occupational structure is also examined. It is found that economic restructuring in Hong Kong has brought about subtle changes in the pattern of occupational sex segregation over time. Specifically, the growth of managerial and professional occupations has facilitated the entry of young and better-educated women into these prestigious jobs. The expansion of low-level service jobs has also absorbed a great number of middle-aged women moving from the declining manufacturing sector. Finally, some policy and organizational implications are discussed.     

Examining human resource management outsourcing in Hong Kong

This study explored the state of human resource (HR) outsourcing in the Asian context, a particularly important subject given its rapid proliferation in Europe and North America, the inconsistent and limited evidence from prior research, and its strategic importance to the human resource management (HRM) function. Drawing on both quantitative and qualitative data and the transaction cost, resource-based, and institutional perspectives, we found that although respondents were generally favourable towards outsourcing, that in practice its adoption and diffusion were in a nascent stage in Hong Kong. Decisions to outsource were, by and large, incremental and experimental and influenced by a range of contextual factors (e.g., availability of in-house expertise, skills and creativity, strategic priorities, legislation (coercive), availability of external service providers, and industry and peer (mimetic) influence). Despite considerable pressure to cut costs, instead of outsourcing in the first instance, firms placed greater emphasis on maximising internal resource utilization (insourcing). Implications for practice and suggestions for future research are also provided.     

A study of the employment system of Japanese multinational retailers in Hong Kong

This study examines the employment system of Japanese multinational retailing corporations in Hong Kong through two case companies - Morioka and Okadaya. The human resource management (HRM) practices- recruitment and selection, remuneration, and training and development - of the companies are studied. The different HRM practices applied to different groups of employees within each case company are compared using an employment systems model. The employment system is structured and multi-layered. The development of the structured employment system is then analysed in relation to the cultural and sectoral factors. It is shown that only the cultural characteristics of the Japanese parent companies can explain the ethnocentric management approach used in which Japanese personnel are employed in the internal labour marker (ILM) and local employees are employed outside the ILM. Economic and labour market conditions in both parent and host countries and sectoral characteristics have also contributed to the stratification of the employment system among the local employees. The implications of this study are that the long-term development of Japanese multinational retailers will be weakened if the structured employment system persists.     

香港会展业的成功之道及借鉴思路

香港会展业呈现出发展迅速、国际化程度高、展会主题定位明确、办展主体成熟、竞争激烈等特点,其会展经济的成功发展归因于香港自由的经济政策、巨大的市场需求、良好的软硬件基础、适当的展会定位和发达的电子商务技术。借鉴香港的经验,在内地会展业的发展过程中,应该明确政府功能定位、培植会展主体、提高展会国际化程度、实现专业化发展、开展网络展览、培育专业的会展人才。     

Riding the typhoon: the HR response to the economic crisis in Hong Kong

The financial crisis that hit Asia in 1997 was the economic equivalent of a typhoon. It came suddenly, leaving much destruction in its wake, in the form of bankruptcies and business closures, retrenchment, wage cuts and ultimately high unemployment. Much has been written about the financial, economic and social ramifications of the crisis. This paper takes a critical look at the human resource practices adopted by an industry that appears to have been particularly affected by the subsequent economic downturn – the hotel industry. We consider how managers responded to the economic turbulence by confronting the apparently dichotomous pressures of tightening structure and managerial control, on the one hand, and the need to permit the flexibility that would facilitate change and innovativeness, on the other. Findings from a sample of hotels suggest that, while managers recognize the need to allow flexibility that would foster employee creativity, there remain deep-seated cultural and other factors that militate against such flexibility. This casts doubt on the organizations' ability to generate and sustain employee creativity and a climate in which employees can respond to unexpected challenges as they struggle to satisfy equally unusual customer demands.     

后危机时代香港物流发展形势分析

2008年金融海啸对香港经济贸易冲击很大,作为与经济息息相关的物流行业也受到严重挫伤。进入后经济危机时代,香港物流发展受到国际经济形势、中国大陆经济形势和香港本身条件的影响,呈现不确定的发展趋势。本文通过分析从经济危机到后危机时代香港物流业的发展状况和影响因素,由此预测本港物流未来发展的趋势。     

Behavioural responses to employment discrimination: a study of Hong Kong workers

This study examines the behavioural responses of Hong Kong workers to employment discrimination. Based on the exit-voice framework proposed by Hirschman, five possible responses (i.e. neglect, quit, internal voice, external voice and litigation) are identified. The effects of certain personal attributes and work-related factors on these responses are evaluated. Two different data sets, focusing on gender discrimination and family status discrimination, are analysed. The results of logistic regression indicate that workers with higher levels of education and sensitivity to discrimination are more likely to complain and less likely to neglect their work or resign. Additionally, men and women respond differently to sex-based discrimination. Work-related factors such as employment sector, job tenure and employer size are also found to exert significant effects. The theoretical and practical implications of these findings are discussed.     

Union commitment and participation among Hong Kong firefighters: a development of an integrative model

This paper examines the factors influencing members' intent to participate in their union, drawing on a study of Hong Kong firefighters. As in Western studies, the main direct predictor of intent to participate is affective union commitment, but instrumentality is a relatively more important antecedent of affective union commitment and participation than in the Western studies. We found some evidence of frustration-aggression effects on intent to participate in ‘militant’ and ‘general’ union activities, although the latter was significant only among individuals who perceive management–employee relations as co-operative and trusting.     

港股跃居全球之首,廉署肃贪功不可没——廉政公署在规范证券市场上的作用

2009年,香港成为世界最大的首次公开上市(IPO)证券融资市场,被誉为全球最自由的经济体系和最廉洁的地区之一。随着内地企业在港上市数量日益增多,廉政公署加强打击金融业界贪污罪行,基于属地管辖原则,近年来"国美电器"黄光裕、"创维数码"黄宏生等内地企业案中发挥显著作用。面对金融海啸,廉政公署将上市企业规范的问题摆在首位,开展廉署及企业的专业培训,全方位治理贪腐问题,值得研究与借鉴。     

The differential effects of work- and family-oriented women-friendly HRM on OC and OCB: the case for single female employees in Hong Kong

Research on women-friendly HRM often presumes working women are homogeneous in their wants and needs of organizational support. Few such studies have examined how female employees of different marital and parental statuses might perceive women-friendly HRM differently. This study categorizes organizational womenfriendliness into two aspects, namely work- and family-oriented, and explores if the two types of organizational support are equally important to single working women who do not have children. The effects of work- and family-oriented women-friendly policies on their job attitudes and organizational behaviours were examined. It was found that workoriented policies had a positive impact on single female employees' level of affective commitment and altruistic behaviours. In contrast, family-oriented policies were positively related to continuance commitment. Neither of the two sets of policies had any effect on compliant behaviours. The results highlight the importance of a careful examination of the demography of the workforce in trying to devise effective women-friendly organizational strategies and HR policies.     

Work role stressors and turnover intentions: a study of professional clergy in Hong Kong

Work and occupational stress have long been concerns for employees and human resource managers as they cause many negative outcomes. Most of the previous studies on work stress were conducted in Western countries, while limited research has addressed this important topic in the Asian context. In this study, we examine the effects of several work role stressors (i.e. role ambiguity, role conflict, role overload and work–family conflict) on emotional exhaustion, job satisfaction and intentions to leave. Additionally, we test the mediating effects of emotional exhaustion and job satisfaction between the relationship of role stressors and intentions to leave. Data were collected from a sample of 887 professional clergy in Hong Kong. The results of regression analysis show that role stressors have a significant impact on both emotional exhaustion and job satisfaction, which in turn affect respondents' intentions to leave their organization.