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手稿本. / Thesis (M.A.)--香港中文大學. / Shou gao ben. / Thesis (M.A.)--Xianggang Zhong wen da xue. / Chapter 一 --- 引論 / Chapter 二 --- 南京部院形成之過程 / Chapter 三 --- 兩京都院官吏員額與組織體系之比較 / Chapter 四 --- 兩京都部院之權力關係與人事遷調(上) / Chapter 五 --- 兩京都部院之權力關係與人事遷調(下) / Chapter 六 --- 結語 / Chapter 附一 --- 補明史南京七卿年表 / Chapter 附二 --- 洪武十三年以前中書省轄下之六部尚書年表 / 附御史大夫

Ngan, Hoi Yee Meko. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 50-60). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstracts also in Chinese.

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Peiguan Wu. / Thesis (Ph.D.)--Chinese University of Hong Kong, 1998. / Includes bibliographical references (p. 73-89). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Mode of access: World Wide Web.

Photocopy of typescript. / Digitized by Kansas Correctional Industries

This dissertation examines to what extent social comparison is emphasized in performance evaluations of work organizations, how employees react to it, and whether there is an alternative to it. Operationalizing social comparison as an evaluation process that compares an employee’s performance to their coworkers’ performance, Studies 1 and 2 demonstrate that social comparison is emphasized to a stronger extent in collectivistic cultures than in individualistic cultures. Studies 3 and 4 find that employees in collectivistic cultures perceive higher procedural fairness when they receive social comparison evaluations as compared to employees in individualistic cultures. The mediation analyses from Studies 2 and 4 indicate that these findings are explained by the perceived descriptive and injunctive norms of social comparisons within collectivistic versus individualistic cultures, which shape people’s general attitudes toward using social comparison in evaluation settings. In collectivistic cultures that put strong emphasis on people’s social context, social comparison is considered to be a necessary component of performance evaluations. In contrast, in individualistic cultures where people focus on the specific characteristics of each person, social comparison is believed to be more or less irrelevant. Given the aversive effect of social comparison in individualistic cultures, the second chapter of this dissertation investigates whether there is a proper alternative to social comparison in the context of performance evaluations. It finds that temporal comparison—which compares an employee’s performance to his or her own past performance—can be such an alternative. Temporal comparison secures employees’ perceptions of fairness by providing the beliefs that their evaluators are focusing on them and their specific characteristics. These findings imply that employees in individualistic cultures want their independent identities to be acknowledged at work, and providing temporal comparison evaluations is one way to fulfill such needs.

This thesis explores the consequences of 'increasingly capable machines' on earnings and employment. A new literature, the task-based approach, has been developed for this purpose. And this literature presents an optimistic account of the prospects for labour in the 21st century. The central claim in this literature is that "people tend to overstate the extent of machine substitution for labour and ignore the complementarities". This thesis challenges this optimism. I argue that such optimism is based on two assumptions, neither of which is justified. The first is that the supply-side analysis in this literature is based on outdated reasoning about how these machines operate. The result is that the models arbitrarily constrain what machines are capable of doing. The second is that the demand-side analysis in this literature is either altogether missing, or is carried out in a way that is constrained by the arbitrary supply-side assumption. In this thesis I build a new range of task-based models that are based on more justifiable assumptions. The first set of models show that updated reasoning about how machines operate leads to a pessimistic account of the prospects for labour. The second set of models show that the demand-side has an important role in either strengthening, or weakening, this pessimism that is reached when the supply-side is looked at in isolation. This analysis leads to the identification of an important new 'race' in the labour market.

The study explored the interrelation between leadership styles, employee motivation, and culture among Bahraini employees and managers in Victory Training Development Institute (VTDI) - a vocational training organization located in the Kingdom of Bahrain. Using a pragmatic case study design, the study employed a mixed method approach to address the research problem. The theoretical framework, which was developed through the guidance of leadership, motivation, and culture theories, posited that cultural constructs may affect the manager's adoption of leadership approaches, as well as the employees' work values. Because Arab culture is characterized by respect for authority, strict enforcement of rules, and tribalistic values and belief, it was expected to affect leadership negatively, as most managers would prefer a traditional passive approach over modern ones. On the contrary, the results of the study revealed that most Bahraini employees apply a combination of transactional and transformational elements in their leadership style, while only few maintains a traditional passive style. Results also showed that Bahraini employees value intrinsic factors more than extrinsic ones. The results also confirmed that a combination of transactional and transformational leadership elements were more effective in motivating employees than a traditional passive laissez-faire approach. Additional findings suggest that cultural factors affect both the manager's leadership style and the employee's perception of leadership effectiveness. A new theoretical framework based on the conceptual framework and the results was presented to explain in details the discovered phenomenon as well as the research's contribution to knowledge.