Environmental Scanning Practices of Travel Agent Companies in Singapore

The success of tourism firms relies heavily on their ability to adapt to the changing external environments. Environmental scanning, as the acquisition and use of information about external events and trends, has received greater attention in the tourism management literature. This study investigated the environmental scanning initiatives of travel agent companies in Singapore through a questionnaire survey. In total, 42 completed forms were returned from 319 invited firms. The findings discovered a positive relationship between the scanning frequency and the perceived strategic uncertainty of task environment. It was also found that human information sources were used most frequently for collecting environmental information due to their highest reliability, while electronic sources were under-utilized probably due to lack of computer-based information system and awareness toward the importance of online information.     

A Multicultural Joint Venture Under the Post-Developmental State in Singapore

As a multi-cultural country with a British colonial past hosting many different ethnic groups including Westerners, Singapore juggles with the often conflicting forces of Westernization (holding the promise of economic prosperity) and Asianization (holding the promise of a distinct cultural identity). Although the endorsement of ‘Asian values’ by Singapore political leaders such as Lee Kuan Yew may be seen as a mere rhetoric device to either explain ethnic Chinese business success or the Asian crisis, the question needs to be raised as to the ways in which the Asian Values discourse affects both Western and Asian MNCs operating in Singapore. In order to address this question, this article investigates the participation of a European–Japanese joint venture in a large government-sponsored reclamation project in Singapore. It is a rather unique situation in which the state as paymaster has the upper hand over the partners. The investigation shows that reference to ‘Asian values’ is a significant boundary-marking strategy used by both the Singapore government and the joint venture partners to manipulate the power balances in this triangular relationship. The outcome is more often than not advantageous for the Singapore state.     

新加坡城市土地资源高效利用的经验借鉴

新加坡作为协调发展和土地资源保护的典范,推动土地资源合理高效利用的典型,其土地资源管理、规划和开发的经验对土地资源供需矛盾突出、土地资源集约利用任务艰巨的我国经济发达地区具有重要的借鉴意义。本论文从土地资源开发背景、管理与规划、利用三个方面介绍新加坡土地利用的情况,并总结了新加坡土地资源高效利用的经验,以期对我国城市的土地利用有一些有益的借鉴和参考。     

从国际金融危机看新加坡的国家治理

新加坡作为亚洲四小龙之一,以国家资本主义模式特立于世,是高度出口依赖、本地资源匮乏的国家,出口贸易和国际金融中心运营是主要经济支柱,国际人才战略是新加坡立于不败的根本。在国际金融危机来临时,新加坡应对措施及时、适当,加之国企公司治理制度的良好基础,使得它在2009年迅速恢复元气。新加坡成功的国家治理经验值得中国借鉴。     

借鉴新加坡经验 加快中新知识城知识产业发展

本文总结了新加坡发展知识经济的经验,包括务实而前瞻的产业规划,积极灵活的产业政策,配套完善的金融环境,高效亲商的投资服务;借鉴新加坡经验,本文提出了加快中新知识城知识产业发展的几点建议,包括探索灵活有效的管理机制、制定知识城产业发展促进办法、研究出台知识城知识产业的专业化政策、制定知识城产业发展年度行动计划、建立知识城重点项目库、为不同类型的企业量身定做个性化产业政策、充分发掘"新加坡元素",营造知识产业发展的良好氛围。     

新加坡华资银行的家族管理

传统华族文化对新加坡华资银行业至今仍有巨大影响的是家文化以及由之衍生的家族管理模式。出于权力情结及对职业经理人诚信、职业道德的担心,这种管理模式仍盛行于现存两大华资银行。本文简要分析了该模式在华资银行存在、发展、变化的原因。     

新加坡的发展对我国的借鉴与启示

新加坡经过了40多年的发展,经济上增长迅速已进入现代化国家的行列,社会的精神文明建设上也有显著成效。新加坡思想政治教育具有明确的培养目标、丰富的内容和鲜明的时代特点。研究新加坡思想政治教育对我国开展思想政治教育具有重大的借鉴和启示。     

‘Created’ enclaves for enterprise: an empirical study of Singapore's industrial parks in Indonesia,Vietnam and China

The dynamics of globalization have prompted governments to re-examine accustomed policies, and search for alternative strategies, in order to re-position their economies for the future. This paper explores the spatial context of state involvement in the new economics of competition, with the focus on Singapore's much publicized, and controversial, orchestration of its state enterprise network to encapsulate economic space for Singapore-based firms to expand into the Asian region. This strategic initiative is promulgated on the exportability of Singapore's ‘state credibility’, systemic and operational efficiencies, and technological competencies, to locations where these attributes are less certain. A logit model is applied to questionnaire surveys culled from Singapore's industrial-township projects in Indonesia, Vietnam and China and the findings are presented. The authors conclude that the strategic advantage created for the firms within these privileged investment enclaves, although remarkable, is often at risk from the administrative complexities, and socio-political milieux, of the host environments.     

Leader–Member Exchange and Relational Quality in a Singapore Public Sector Organization

An objective of Singapore’s ongoing public sector reform (PS21) requires agencies to focus on getting the best out of its employees. One way of doing this is by creating a positive leader–member exchange (LMX) relationship, enabling supervisors to motivate their subordinates towards the development of organizational citizenship behaviours (OCBs). This article reports the extent of LMX and relational quality in a public sector agency experiencing PS21 reform and high staff turnover. In addition, we examined the effects of organizational justice perceptions and job satisfaction towards a subordinates’ OCB. A path model was developed to examine the relationships between LMX, organizational justice, job satisfaction, and OCB and tested by applying LMX theory. The path analysis results showed that LMX mediates the relationship between organizational justice perceptions and OCB. The results also showed that one’s job satisfaction led to higher level of OCB. The study findings have implications for theory and practice which have been presented in the discussion section.     

How are internally oriented HRM policies related to high-performance work practices? Evidence from Singapore

This examination of policies relating to the internal cultivation of human resources and high-performance work systems among a sample of Singapore-based organizations shows that the HRM practices under consideration reflect three distinct dimensions: internal staffing, employee development, and employment stability. Of the three dimensions, only employee development was significantly and positively related to high-performance work systems. Contrary to the arguments in the literature relating to internal labour markets, mutual commitment HRM, and high-performance work systems, policies involving internal staffing and employment stability were not found to be necessary components of the internally oriented HRM package.