梁家榮. / 呈交日期: 2003年5月. / 論文(哲學博士)--香港中文大學, 2002. / 參考文獻 (p. 180-192). / 中英文摘要. / Cheng jiao ri qi: 2003 nian 5 yue. / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest Information and Learning Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Mode of access: World Wide Web. / Liang Jiarong. / Zhong Ying wen zhai yao. / Lun wen (zhe xue bo shi)--Xianggang Zhong wen da xue, 2002. / Can kao wen xian (p. 180-192).

Thesis (doctoral)--University of Newcastle upon the Tyne, 1996. / BLDSC reference no.: DX198342.

Thesis (Ph. D.)--University of Washington, 2000. / Vita. Includes bibliographical references (leaves 248-269).

published_or_final_version / Philosophy / Doctoral / Doctor of Philosophy

published_or_final_version / Chinese / Master / Master of Philosophy

published_or_final_version / Chinese Historical Studies / Master / Master of Arts

Suen Yiu-kwan. / Bibliography: leaves 108-119 / Thesis (M.Ph.)--Chinese University of Hong Kong, 1982

鄭宗義. / 手稿本, 複本據稿本複印. / Thesis (M.A.)--香港中文大學歷史學部, 1989. / Shou gao ben, fu ben ju gao ben fu yin. / Includes bibliographical references: leaves 314-339. / Zheng Zongyi. / Thesis (M.A.)--Xianggang Zhong wen da xue li shi xue bu, 1989. / 序論 / Chapter 第一章： --- 近現代中國的文化保守主義 / Chapter 第一節： --- 從花果飄零到靈根自植 / Chapter 第二節： --- 文化保守主義研究的回顧 / Chapter 第三節： --- 文化保守主義發展的鳥瞰 / Chapter 第四節： --- 文化保守主義的特質 / Chapter 第二章： --- 當代新儒家探索 / Chapter 第一節： --- 儒學第三期發展說 / Chapter 第二節： --- 當代新儒家出現的思想史背景 / Chapter 第三節： --- 為中國文化敬告世界人士宣言 / Chapter 第三章： --- 當代新儒家的文化保守性格 / Chapter 第一節： --- 梁漱溟´إ文化三期的歷史¯إ¡學 / Chapter 第二節： --- 張君勱´إ「精神自由」的文化哲學 / Chapter 第三節： --- 唐君毅´إ中國文化精神之宏揚 / 小結 / 參考書目

The purpose of this study was to investigate whether Confucian values based on the four virtues and five relationships influence the style of the HRM practices adopted by Locally owned firms (LOFs) and Foreign owned firms (FOFs) based in Singapore. Confucian values emphasize a way of life. They are based on first cultivating oneself with the basic four virtues highlighted by Confucius (551 - 479 BC). Secondly, through the influence of the individual on others (via the five relationships, namely ruler-subject, father-son, brother-brother, husband-wife and friend-friend illustrated by Confucius), a 'perfect' world with peace and harmony can be created. This study investigates the degree to which the four distinct virtues - 1) human-kindness (ren), 2) integrity (yi), 3) propriety (li) and 4) knowledge (chi) and the five relationships, 1) ruler-subject, 2) father-son, 3) husband-wife, 4) brother-brother and 5) friend-friend, were adopted to underpin the practices of Human Resource Management (HRM) in Singapore. The target group of respondents chosen was executives, who were directly influenced by the style of human resource management in the firm. Electronics/technology related firms based in Singapore were the chosen group. The executives were chosen from electronics/technology related firms because these firms formed the most important industry, responsible for the well being of Singapore's growth (24% of GDP as stated by the Department of Statistics; 1999) and expected to continue so for the next 10 years. Managers from the same firms were given another set of questionnaires to verify the responses obtained from the executives. From the result obtained, it showed that there were influences of Confucian values on the five human resources functions tested. The executives' responses provided evidence on whether or not a certain trait or style has been used in the firm. The managers' responses, on the other hand, helped to verify that the trait or style was due to the influence of Confucian values as a whole and not other cultures or religions. The entire survey and interviews were carried out over twenty months from 1998, during which responses obtainable from both the managers and executives from each firm were analyzed. The data were analyzed using cross-tabulations and chi-square tests because cross-tabulation is one statistical tool which required only at least 5 responses in each cell for a reliable analysis to be conducted (Yong, 1994). Letters were then sent out to the Heads/Managers of the target firms, conducting interviews to obtain more insights to argue the survey data. Two interviews were conducted, taped and results obtained from the quantitative approach, helped further clarify earlier interpretations. This research showed that Singapore-based electronics/technology-related firms, regardless whether they were locally owned or foreign owned, showed that they were influenced by Confucian values in most aspects of the human resource practices. In addition, from the study, it showed that there were no significant differences between locally owned firms and foreign owned firms in terms of the degree of influence Confucian values have on the style of the management. This demonstrated that Chinese culture (in this case - Confucian values) - local/host country's culture played a stronger influence on the style of management in businesses conducted in Singapore than the organization's culture. This finding is important as most past research findings such as Rodrigues (1996) used to state that the organizational culture of the foreign-owned firms often have stronger influence on the practices adopted in firms regardless of the country that they were in. Lastly, after analyzing the responses obtained from the survey, the study justified that four virtues and only three (i.e. ruler-subject, friend-friend, father-son) of the five relationships outlined by Confucius has an impact on the style of HRM amongst Singapore-based firms in the technology/electronics-related industry. / thesis (PhDBusinessandManagement)--University of South Australia, 2002.

Thesis (Ph.D.)--Beijing shi fan da xue, 1992. / Includes bibliographical references (p. [208]-214).