Au Kin-Chung. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2001. / Includes bibliographical references (leaves 49-54). / Abstracts in English and Chinese. / ACKNOWLEDGEMENTS --- p.2 / TABLE OF CONTENTS --- p.3 / ABSTRACT --- p.4 / INTRODUCTION --- p.6 / Media Choice Theories --- p.7 / Performance Feedback and Media Choice --- p.11 / Research Approach --- p.18 / METHOD --- p.20 / Participants --- p.20 / Design --- p.21 / Manipulations --- p.22 / Dependent Measures --- p.24 / Survey Measures --- p.25 / Procedure --- p.27 / Data Analysis --- p.27 / RESULTS --- p.29 / HLM Analysis --- p.32 / DISCUSSION --- p.39 / Media Preference And Bias --- p.43 / Using HLM in Survey Yielding Two-Level Data Set --- p.45 / LIMITATIONS AND FUTURE DIRECTIONS --- p.46 / CONCLUSION --- p.47 / REFERENCES --- p.49 / FOOTNOTES AND APPENDIX --- p.55 / TABLES AND FIGURES --- p.60

published_or_final_version / Business Administration / Master / Master of Business Administration

Hau Wing-sze. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2003. / Includes bibliographical references (leaves 82-90). / Abstracts in English and Chinese ; questionnaire also in Chinese. / Abstract --- p.i / 摘要 --- p.iii / Acknowledgement --- p.iv / Table of Content --- p.v / List of Tables --- p.vii / List of Figures --- p.viii / List of Appendices --- p.1 / Chapter Chapter One: --- Introduction --- p.2 / Psychological contract violations (PCV) --- p.4 / Psychological contract violations after organizational changes --- p.5 / Employees' reactions of psychology contract violations --- p.6 / Managerial explanations of organizational changes --- p.9 / Perceived legitimacy of explanations --- p.12 / Impression Positivity --- p.14 / Perceived sincerity --- p.17 / Mediation analyses --- p.18 / Overview --- p.19 / Chapter Chapter Two: --- Method --- p.22 / Overview --- p.22 / Study 1 --- p.22 / Study 2 --- p.25 / Chapter Chapter Three: --- Results --- p.32 / Descriptive Analyses --- p.32 / Correlations between predictors and criteria --- p.42 / Regression Analysis --- p.45 / Mediating effects of job satisfaction --- p.56 / Mediating effects of PCV --- p.61 / Chapter Chapter Four: --- Discussion --- p.62 / Psychological contract violations and employees' reactions --- p.62 / Ameliorative effects of explanations --- p.63 / Ineffective sides of explanations --- p.65 / "Three-way interactions between PCV, perceived legitimacy and impression positivity" --- p.68 / Mediating effects of job satisfaction --- p.69 / Multiple explanations --- p.70 / Explanations --- p.71 / Limitations of the Study --- p.73 / Implications for Intervention --- p.74 / Conclusions --- p.80 / References --- p.82

by Lam Tsui-Wa. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1998. / Includes bibliographical references (leaves 57-58). / Questionnaire also in Chinese. / ABSTRACT --- p.i / TABLE OF CONTENTS --- p.iii / LIST OF TABLES --- p.iii / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Background of CLP Holdings (CLP) --- p.1 / Communication in CLP --- p.3 / Background of Joint Consultative Committee --- p.4 / A Need to Review the Efficacy of the Joint Consultative Committee --- p.5 / Objectives --- p.7 / Theoretical Review on Organization Communication --- p.8 / Theoretical Review on Employee Participative Management --- p.10 / Chapter II. --- METHOD OF STUDY --- p.13 / Questionnaire --- p.13 / Pre-testing --- p.15 / Subjects --- p.15 / Chapter III. --- FINDINGS --- p.16 / Chapter IV. --- ANALYSIS --- p.29 / Power: Decision-Making Approach --- p.29 / Information Flow --- p.31 / Rewards --- p.32 / Knowledge and Skills --- p.33 / Chapter V. --- RECOMMENDATIONS --- p.35 / Use of Different Decision Making Approaches --- p.35 / Review of Extrinsic and Intrinsic Rewards --- p.35 / Training and Development --- p.37 / Chapter VI. --- CONCLUSION --- p.38 / APPENDIX --- p.41 / BIBLIOGRAPHY --- p.57

While organizational communication in school management has become vital and complicated along with an increasing emphasis on collaboration and teamwork in lesson preparation and performances in local secondary schools, it largely lies on the capability and the role of middle managers such as department heads and committee heads, who constitute a layer of management between the senior management team and subordinate classroom teachers. Despite that effective communication can be seen as the foundation of modern organizations, there are very few local studies on how organizational communication among members of a school management organization in Hong Kong is carried out, particularly on the roles of middle managers in schools in the process of organizational communication. This study aimed to examine the functional roles of middle managers in a Band One Hong Kong secondary school in the process of organizational communication. The research was conducted on members from three sectors of the organizational hierarchy: senior managers, middle managers and non-administrative teachers, with reference to previous overseas and local studies in the area of organizational communication and the roles of middle managers. The study reported in this paper identified that middle managers generally appeared to fulfil three major functions, although which might not be seen as successful by other members, namely transmitting, bridging and buffering. Apart from these desirable functions of middle managers, it was found that there was another side of their function – some interviewed middle managers reflected that they were the sandwiching class in the school’s organizational communication process. Challenges and variables influencing their roles were summarised in this paper: the extent to which the nature and expectations of the role have been clearly and comprehensively defined, the structure of organizational communication, as well as middle managers’ perception and attitude. The findings of this study will help the school, and perhaps other local schools, to assess the communicating roles of middle managers and thus to enhance the communication flow within and beyond each organization branch. Moreover, the analysis of the study will provide the school with some groundwork for reviewing the organizational communication structure and offering relevant training for teaching members where applicable. / published_or_final_version / Education / Master / Master of Education

by Ho King Leung. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1998. / Includes bibliographical references (leaves 96-111). / Abstract also in Chinese. / ABSTRACT (IN ENGLISH) --- p.i / ABSTRACT (IN CHINESE) --- p.iii / TABLE OF CONTENTS --- p.iv / LIST OF TABLES --- p.vi / LIST OF FIGURES --- p.viii / ACKNOWLEDGMENT --- p.ix / CHAPTER / Chapter I. --- INTRODUCTION --- p.1 / Overview: Issues and Problems --- p.1 / Importance of the Study --- p.2 / Chapter II. --- REVIEW OF LITERATURE --- p.5 / Predominant Perspectives of Parent-subsidiary Research --- p.5 / Functionalist Approach --- p.6 / Configuration/Coordination Framework --- p.7 / Strategic Process Control Approach --- p.8 / Subsidiary Strategy and Development Approach --- p.9 / Summary --- p.10 / The Importance of the Parent-subsidiary Relationship Effectiveness --- p.11 / Heritage of Organizational Communication --- p.13 / Classical Mechanistic Approach --- p.14 / Decision/Information Processing Approach --- p.14 / Human Relations Approach --- p.14 / General Systems Approach --- p.15 / Summary --- p.16 / The Role of Electronic Medium in Parent-subsidiary Communication --- p.16 / Facets of Parent-subsidiary Communication --- p.19 / Communication Frequency --- p.20 / Communication Quality --- p.21 / Feedback --- p.21 / Openness --- p.22 / Content Coerciveness --- p.23 / Chapter III. --- MODEL DEVELOPMENT --- p.25 / Centralization/Subsidiary Autonomy --- p.26 / Formalization --- p.28 / Norms of Information Sharing --- p.30 / Parent-subsidiary Relationship Effectiveness --- p.32 / Chapter IV. --- DATA AND METHODOLOGY --- p.35 / Study Context and Research Design --- p.35 / Sample and Sampling Procedures --- p.36 / Questionnaire Design and Measurement Scales --- p.38 / Measurement Scales of Endogenous Variables --- p.39 / Measurement Scales of Exogenous Variables --- p.41 / Control Variables --- p.42 / Measure Validation Procedure --- p.43 / Chapter V. --- DATA ANALYSIS AND RESULTS --- p.45 / Data Analysis Strategies --- p.45 / Tests of Hypotheses --- p.46 / Direct Effects on Communication Frequency and Quality --- p.46 / Predictors of the Effectiveness of Parent-subsidiary --- p.46 / Relationship --- p.48 / Communication Quality as a Mediator --- p.48 / Contingent Effects --- p.50 / Chapter VI. --- DISCUSSION AND CONCLUSION --- p.52 / Discussion --- p.52 / Theoretical Contributions --- p.57 / Managerial Implications --- p.60 / Limitations of this Research and Directions for Future Research --- p.62 / Conclusion --- p.64 / TABLE 1-23 --- p.65 / FIGURE 1-4 --- p.92 / BIBLIOGRAPHY --- p.96 / APPENDICES --- p.112 / APPENDIX I. An Introduction Letter --- p.112 / APPENDIX II. Project Summary --- p.113 / APPENDIX III. Questionnaire --- p.114

Application of multisource feedback (MSF) increased dramatically and became widespread globally in the past two decades, but there was little conceptual work regarding self-other agreement and few empirical studies investigated self-other agreement in other cultural settings. This study developed a new conceptual framework of self-other agreement and used three samples to illustrate how national culture affected self-other agreement. These three samples included 428 participants from China, 818 participants from the US, and 871 participants from globally dispersed teams (GDTs). An EQS procedure and a polynomial regression procedure were used to examine whether the covariance matrices were equal across samples and whether the relationships between self-other agreement and performance would be different across cultures, respectively. The results indicated MSF could be applied to China and GDTs, but the pattern of relationships between self-other agreement and performance was different across samples, suggesting that the results found in the U.S. sample were the exception rather than rule. Demographics also affected self-other agreement disparately across perspectives and cultures, indicating self-concept was susceptible to cultural influences. The proposed framework only received partial support but showed great promise to guide future studies. This study contributed to the literature by: (a) developing a new framework of self-other agreement that could be used to study various contextual factors; (b) examining the relationship between self-other agreement and performance in three vastly different samples; (c) providing some important insights about consensus between raters and self-other agreement; (d) offering some practical guidelines regarding how to apply MSF to other cultures more effectively.

University of Macau / Faculty of Social Sciences and Humanities / Department of Communication

by Fung Cheung Tim. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1994. / Includes bibliographical references (leaves 81-84). / Chapter Chapter I --- Introduction --- p.1-3 / Chapter Chapter II --- Rationale for the Study --- p.4-8 / Chapter Chapter III --- Literature Review / Communication and its Process in Organizations --- p.9-17 / The Concept of Organizational Communication --- p.20-24 / Upward Communication --- p.24-30 / Timeliness of Information --- p.30-31 / Organizational Communication Relationship --- p.31-34 / Job Satisfaction --- p.34-37 / The Relationship between Upward Communication and Job Satisfaction --- p.37-39 / Chapter Chapter IV --- Conceptual Framework --- p.40-44 / Chapter Chapter V --- Research Methodology / Sampling Design --- p.45-47 / Measuring Instruments --- p.47-53 / Method of Data Analysis --- p.53-55 / Chapter Chapter VI --- Findings / Characteristics of the Respondents --- p.56-57 / Job Satisfaction among Outreaching Social Workers in Hong Kong --- p.57-59 / "Upward Communication, Organizational Communication and Timeliness of Information Perceived by Outreaching Social Workers" --- p.59-61 / The Influence of Upward Communication on Job Satisfaction --- p.61-66 / The Association between Organizational Communication and Job Satisfaction: A Multiple Regression Analysis --- p.65-73 / Chapter Chapter VII --- Summary and Conclusion / Summary of Major Findings --- p.74-75 / Conclusion --- p.76-79 / Limitations of the Study --- p.80 / Bibliography --- p.8184 / Appendix A --- p.85 / Appendix B --- p.86-93

This study attempted to investigate whether there were differences in the conflict behaviors chosen for members of the same culture versus members of a different culture when accounting for Chinese cultural value conservation.