Face-to-face versus telephone surveys on political attitudes: a comparative analysis

Several researchers declared that the telephone survey reaches more accurate voting tendencies than the face-to-face surveys. Telephone survey shows numerous advantages compared to a face-to-face one but, however, the telephone survey also has some inconveniences. Among these it is important to highlight the scant quality of the sampling frame; absence of a telephone in some homes and the wide expansion of the mobile phone; low response rate of certain collectives and the overrepresentation of others. There are also some new barrierswhich make access more difficult (e.g. the automatic answering phone) and the saturation of the telephone medium because of the large amount of publicity activities which generate a large number of “unsuccessful” calls and interruptedinterviews. The objective of this paper is evaluating the adaptation of the telephone surveys in the electoral forecasts; in an attempt to see if it shows substantial improvements when they are compared to face-to-face interviews.     

From a labour-surplus to a labour-scarce economy: challenges to human resource management in Hong Kong

In this paper, the acute problems faced by the market economy of Hong Kong are assessed. These are seen to arise from the shift in the labour market from labour surplus to labour scarcity. The major geo-political role of Hong Kong both in servicing the extendal capital requirements of South China and as a key state within the conurbation of ‘little dragons’ is also examined. The consequences of this structural shift in terms of the challenges being mounted to HRM both strategically and functionally are also evaluated and are interpreted as an evolutionary process.     

Organizational and environmental factors related to HRM practices in Hong Kong: a cross-cultural expanded replication

Data were collected from 151 Hong Kong organizations to determine the relationship between culture, firm size, level of unionization and presence of an HRM department, and human resource management (HR) practices. Culture was a relatively weak predictor of HR practices. Existence of an HRM department and level of unionization were moderate predictors while firm size and the existence of a specialized training unit within the HRM department were the strongest predictors of HR practices.     

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.     

Using mixed methods for the analysis of individuals: a review of necessary and sufficient conditions and an application to welfare state attitudes

When studying individuals, when is the combination of qualitative and quantitative methods better than just one method alone? Whereas the debate in macro-level research, such as in political science about comparing nations, has made progress in identifying meaningful logics for a combination of methods, it is yet unclear how these logics can be applied to the study of individuals. Individual-level dynamics are in tendency less inert than those of nations or organisations. Therefore, a combination of methods is more difficult to justify in individual-level analysis since differences in measurement results could be due to changes in the dynamics rather than due to the application of different techniques. In contrast, the assumption of unit homogeneity seems to be more easily met for individuals than for countries or other higher-level aggregates, facilitating a comparison of like and like. First, this article presents a compilation of conditions scattered across the literature for the analysis of individuals, according to which a mixed-method is preferable to a single-method approach. Second, the application of these conditions is illustrated with an analysis of the impact of intergenerational relationships on welfare state attitudes in Germany on the basis of survey and focus group data.     

Using competency development tools as a strategy for change in the human resources function: A case study

This case study explores issues in building and implementing competency-based development tools for an HR organization in the midst of fundamental change. The case includes a realistic appraisal of the critical design decisions, marketing strategies, and implementation success factors required for using competencies to articulate and foster understanding of a change effort. © 1996 by John Wiley & Sons, Inc.     

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