香港的质量进展

香港的质量进展可从政府支持、行业协会(质量学会)和质量奖3个方面来看,如右表所示。Chin先生在分析了香港产业将近20年的发展史后,提出了     

香港大厨和他的豪门食客

15年来,Bobby通过一锅汤见证了中国＂富人阶层＂的养成与壮大,远比很多研究报告总结的要真实生动 外行抢热闹,内行抢门道。在3月份日本地震与海啸引发的屯货恐慌里,卢仁德（Bobby）也出手参与了抢购。不同的是,他抢的不是盐,而是重灾区仙台出产的十几公斤上等鲍鱼。     

赴香港物流考察报告

通过对香港国际机场航空货运站、惠康超市配送中心和香港亚洲货柜码头基本设施、规模及运作的考察,以及参加泛亚电子商务与物流展览会,与有关物流同行进行交流,提出了加速发展内地现代物流业,壮大物流综合竞争能力的设想与建议。     

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.     

香港:写字楼市场波动

海外金融市场的波动,对金融、保险、房地产及相关的专业服务(FIRE)行业造成明显的影响。这些行业向来属香港写字楼需求主力,中环甲级写字楼超过84%的租户均属于FIRE行业。次贷危机造成环球金融动荡,地产市场连锁波动。第三季度香港甲级写字楼市场表现沉寂。各主要商业区的吸纳量(租用量)均少于上一季度,中环空置率由上季度的1.1%微升至1.2%。这反映了目前企业尤其是金融企业对优质写字楼空间的需求减退。     

核电站的四道屏障

核电是什么？核电是由原子裂变产生的能量。一个铀235核吸收了一个中子后分裂成两个较轻的原子核,并产生新中子,同时发生的质量亏损,转变为很大的能量,这就是核裂变反应。根据爱因斯坦的质能转换公式可以计算出一公斤铀235全部裂变约为193兆电子伏,这样不难计算1公斤铀—235裂变释放能量很大,相当于2400吨标准煤释放的能量。     

香港地区闪电的气候特征分析

采用香港1947～2013年的闪电资料分析该地区近67a的闪电气候特征,得出香港的年平均闪电日数为45.5d,总体有逐年增多的趋势,且存在22～32a、10～17a、3～5a三类时间尺度周期。其中,大时间尺度周期变化最明显但有局部性,中时间尺度周期在1970～1990年变化较弱,小时间尺度几乎占据整个研究时域。月平均闪电日数主要集中在4～9月,占全年总数的92.35%。     

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.     

Beyond Gentrification: Hegemonic Redevelopment in Hong Kong

Like other concepts, gentrification must be situated in the socio‐historical context in which it was produced. Since its coinage the concept has travelled widely, yet it has been applied unevenly, and in some cases uncritically, in various locations now including Asian cities. This essay challenges the application of the concept of gentrification to Hong Kong, as attempted by an article previously published in this journal. It responds through two main lines of inquiry. First, it demonstrates how the absence of historical, geographical and socio‐political context weakens the basis for a critical urban geography. Second, in constructing a historical baseline, this essay proposes to conceive urban redevelopment through hegemony‐cum‐alienation, which is a more complicated process than displacement of the working class. Alienated hegemonic redevelopment perpetuates systemic reproduction and associated power politics, yet with the primary source of contradiction residing in landed and property relations. Conclusions suggest the urgency of developing new approaches instead of relying on more empirical studies as evidence for an already over‐developed concept. Analysis of the Hong Kong case suggests how the spent concept of gentrification could be superseded by alternatives.     

Are trade unions obsolete in Hong Kong?

In this article the author challenges the widelyheld belief in Hong Kong, even among workers themselves, that trade unions only have a limited role to play in the industrial life of the colony.     

Challenges to the psychological contract in Hong Kong

This study investigates empirically the psychological contract of a sample of 205 Hong Kong junior and senior managers. It determines the perceptions of factors that employers and employees see as relevant to the employment relationship, and then analyses perceptions of and attitudes towards recent changes in the Hong Kong business environment. In addition to exploring the nature and content of manager's psychological contracts in Hong Kong, the study explores how contracts are related to and affected by both the external environment and internal management practices. A survey questionnaire is used to measure the promises and commitments perceived to have been made by organizations, and the obligations that employees perceive they owe to their employer. In addition, the actual policies and practices of the employing organizations are determined. The impact of the HRM climate of the employing organizations (actual policies and practices) and the attitudes, expectations and feelings of organizational members about ongoing changes in the business and management environment on this exchange relationship are isolated. The study makes two contributions to the psychological contract literature: it examines the relevance of a psychological contract approach in a nonWestern geographical region; and it moves the concept of HRM preferences more centrally into the psychological contracting literature. This enables a better understanding of the construct in relation to the comparative management literature. The content of the psychological contract is shown to be multi-dimensional. Perceptions of organizational commitments and promises focus around four judgements: an intrinsically satisfying and challenging environment; a secure and rewarding job; equity; and supportive leadership. By Western standards the employee side of the employment relationship 'deal' is more one-sided. The proportion of managers who believe employees are strongly obligated to do certain things for their employers is very high. The study examines the factors that predict employees' psychological contracts. Actual HRM practices are shown to predict perceived commitments and obligations, and the strength of obligation is related to perceived promises and commitments. In contrast to the emphasis on the internal cognitive and individualized conception of the psychological contract in much of the literature, this study indicates that this decontextualizes psychological contracts. The true nature of a psychological contract is shown to be an exchange relationship firmly linked to a culture's reciprocity norms.     

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.     

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.     

香港银行业转型研究与借鉴

本文通过对1997年亚洲金融危机以来,香港银行业的经营环境变化及转型特点的分析,总结香港银行业转型的成功经验,对内地银行业的发展提出相关建议。     

从香港看中国人力资源管理--访香港人力资源管理学会会长蔡惠琴女士

香港人力资源管理学会(HKIHRM)成立于1997年,是香港最大的人力资源管理专业组织、亚洲太平洋人力资源管理协会(APFHRM)会员。学会现有个人及企业公司共计3,600余名。 现任会长蔡惠琴女士于1982年加入学会,积极参与各项会务,由1992年至今一直出任学会培训及发展委员会主度,并于1998年至2000年间担任学会副会长。蔡女士同时担任著名国际人力资源管理顾问Cubiks. a PA Group Company的亚太区业务经理。蔡女士是香港人力资源管理学会自成立以来的第一位女会长,现已连任第二届。2003年年初,在上海揭晓的“2002年度HR行业年度评选”中,蔡女士位列八位杰出HR人士之一。 随着人力资源管理在企业中的地位日渐突现,香港人力资源学会在全港乃至全中国的人力资源管理培训与交流方面正发挥着越来越大的作用。然而这个学会是怎样诞生的?提供的服务有哪些?正扮演着什么样的社会角色?未来的发展如何?为了帮助读者更好地了解这一专业组织,本刊记者带着这一系列问题,电话采访了蔡惠琴女士。     

论深港物流一体化

在经济全球化和信息化的推动下，现代物流业已经发展成为当今世界经济发展的重要基础产业。近年来。深港两地经济合作进程进一步加快，物流产业是深圳和香港两地的支柱产业,实现深港两地物流一体化将有利于提升两地物流产业的竞争力以及两地的经济合作进程。但是，深圳与香港两地在物流合作的同时也存在一些不足之处。还需两地加强合作和管理，促进深港物流一体化进程。