published_or_final_version / Psychology / Master / Master of Philosophy

published_or_final_version / Real Estate and Construction / Doctoral / Doctor of Philosophy

published_or_final_version / Business / Doctoral / Doctor of Philosophy

A theory is developed on the basis of need paradigm and psychological contract to explain why employees identify with their work organization. It suggests three motives of organizational identification: Transactional, relational and developmental. The model includes compensation loss, relationship conflict and promotability drop to represent each of the three motives of organizational identification, and it also links with procedural justice and gender as moderators. Contrary to the traditional view that organizational identification is solely varied with social factors, the survey data from a Chinese factory demonstrated that organizational identification was negatively related to compensation loss and promotability drop. A three-way interaction was also found significant gender difference in response to procedural justice under motives unfulfillment. Unlike Chinese men, Chinese women would retain their organizational identification under compensation loss as long as they perceived procedural justice. The present study also recorded that Chinese employees with higher organizational identification had better in-role performance but not extra-role performance, the finding of which was opposite to that of the past studies. Further, the data supported that organizational identification might play a central role in mediating the relationship between in-role performance and the interaction of procedural justice, gender, and compensation loss together with that of procedural justice, gender, and promotability drop. / Tso Sek Kwong. / "Aug 2005." / Adviser: Chun Hui. / Source: Dissertation Abstracts International, Volume: 67-01, Section: A, page: 0265. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2005. / Includes bibliographical references (p. 101-110). / 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, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest dissertations and theses, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract in English and Chinese. / School code: 1307.

by Sit Fung-Ming, Anita. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1996. / Includes bibliographical references (leaves 59-61). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / LIST OF TABLES --- p.v / ACKNOWLEDGEMENTS --- p.vii / Chapter / Chapter I --- OBJECTIVE AND SCOPE OF STUDY --- p.1 / Chapter II --- LITERATURE REVIEW --- p.4 / Human Capital Perspective --- p.4 / Sociopsychologicial Perspective --- p.5 / Sex-role Socialisation --- p.5 / Sex-role Stereotyping --- p.6 / Organisation-Structure Perspective --- p.7 / Major References for Themes and Methodology --- p.7 / Perceived Participation in Decision-making --- p.8 / Upward and Downward Influence Tactics --- p.9 / Chapter III --- THEORETICAL CONSTRUCT OF STUDY --- p.11 / Chapter IV --- METHODOLOGY --- p.15 / Participants --- p.15 / Procedure --- p.17 / Measurements --- p.18 / Dependent variables --- p.18 / Independent (explanatory) variables --- p.18 / Perceived self-efficacy --- p.19 / Position Rank --- p.19 / Length of service --- p.19 / Mentor and sponsor --- p.20 / Informal Networks --- p.20 / Socio-demographic characteristics --- p.20 / Data Analysis Methods --- p.21 / Chapter V --- FINDINGS --- p.23 / Mentor --- p.23 / Sponsor --- p.24 / Length of Service in the Grade before Promotion to the Present Rank --- p.25 / Satisfaction with Career and Personal Advancement --- p.25 / Perceived Level of Influence --- p.27 / Perceived Level of Participation in Decision-making Committees --- p.27 / Perceived Level of Influence in Decision-making Committees --- p.29 / Perceived Level of Influence at Functional Section Level --- p.30 / Perceived Level of Influence at Division Level --- p.32 / Perceived Level of Influence at Department Level --- p.33 / Perceived Degree of Equal Influence --- p.35 / Overview of the findings for Perceived Level of Influence --- p.36 / Perceived Self-efficacy --- p.37 / Workplace Network --- p.38 / Frequency of Use of Upward and Downward Influence Tactics --- p.40 / Upward influence --- p.40 / Downward influence --- p.42 / Chapter VI --- DISCUSSION --- p.45 / Satisfaction with Career and Personal Advancement --- p.45 / Perceived Level of Influence --- p.46 / Frequency of Use of Influence Tactics --- p.47 / Overview of Themes in the Study --- p.48 / Chapter VII --- CONCLUSION AND SUGGESTION FOR FUTURE RESEARCH --- p.53

by Lam Pai-mui. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1993. / Includes bibliographical references (leaves 71-73). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / LIST OF ILLUSTRATIONS --- p.v / LIST OF GRAPHS --- p.vi / CHAPTER / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- CONCEPT OF ORGANIZATIONAL CLIMATE --- p.7 / Chapter III. --- MANAGEMEOT IN CHINA --- p.14 / Historical Setting --- p.14 / Problems in the Past --- p.15 / Organizational Structure --- p.15 / Managerial Skills --- p.16 / Party and Management --- p.16 / Operations --- p.18 / Motivation and Labor Discipline --- p.18 / Economic and Management Reforms --- p.19 / Chapter IV. --- IMPACT OF CULTURE --- p.22 / Key Features --- p.22 / Respect for Age and Hierarchy --- p.22 / Group Orientation --- p.22 / Face' --- p.23 / Relationships --- p.23 / Cultural Consequences --- p.24 / Chapter V. --- METHODOLOGY --- p.36 / Questionnaires --- p.36 / Sampling --- p.38 / Distribution of Questionnaires --- p.39 / Chapter VI. --- FINDINGS --- p.41 / Company Profile --- p.41 / Demographic Profile --- p.41 / Organizational Climate --- p.48 / Comparison between Local and Foreign Firms --- p.59 / Chapter VII. --- SUMMARY AND DISCUSSION --- p.64 / APPENDIX I : ORGANIZATIONAL CLIMATE QUESTIONNAIRE --- p.67 / BIBLIOGRAPHY --- p.71

Yick, Man Kin. / "August 2011." / Thesis (M.Phil.)--Chinese University of Hong Kong, 2011. / Includes bibliographical references (leaves [193]-212). / Abstracts in English and Chinese; appendix includes Chinese. / Abstract in English --- p.iii / Abstract in Chinese --- p.v / Acknowledgement --- p.vii / Contents --- p.x / Abbreviations --- p.xiii / "Lists of Tables, figures and graph" --- p.xv / Chapter Section 1 --- Introduction --- p.1 / Purpose of the study --- p.4 / Chapter Section 2 --- Historical development of social welfare sector and YWCA --- p.5 / Conceptualizing NGOs --- p.5 / Early colonial period to WWII: Formation of charity organization under minimal welfare provision of the government --- p.7 / Post-WWII to 1960s: Government in need of SSOs for relief work and against communism --- p.9 / 1960s to 1990s: Expansion of social welfare and state incorporation of SSOs --- p.10 / From the 1990s: Towards a contractual relationship between SSOs and government in uncertain times --- p.12 / YWCA has followed the footsteps of social service sector --- p.16 / Chapter Section 3 --- Conceptualizing legitimacy repair --- p.18 / Why legitimacy? --- p.18 / Conceptualizing and defining legitimacy --- p.20 / Typology of legitimacy --- p.22 / Measurements of legitimacy --- p.25 / Legitimacy repair --- p.25 / Stakeholder and stakeholder politics --- p.28 / Chapter Section 4 --- Analytical framework --- p.32 / Determinants of degree of consistency of legitimacy repair strategies --- p.32 / Chapter Section 5 --- Methodology --- p.35 / A longitudinal single case study --- p.35 / A qualitative research --- p.36 / Why TO YWCA? --- p.36 / Research method --- p.37 / Field roles and field relations --- p.39 / Informant selection --- p.40 / A note on the role of media --- p.41 / Ethical issues in this study --- p.42 / Chapter Section 6 --- The setting: Tai 0 --- p.43 / The administrative-political setting --- p.48 / Local associations in Tai O --- p.51 / Chapter Section 7 --- Legitimacy challenge on YWCA during 1988 District Board election --- p.53 / Entry of YWCA --- p.53 / Struggle in 1988 District Board election --- p.63 / YWCA after the election: Formal complaint by TORC and its repair strategies --- p.73 / Chapter Section 8 --- The River Crab Saga from 2008 to 2010 --- p.75 / The two floodings in brief --- p.75 / What were TORC's challenges to YWCA? --- p.76 / Response of YWCA: Apology to TORC and adoption of a softer work strategy of community work --- p.85 / A turn to expression of regret under public scrutiny --- p.88 / The effect of the Saga on Tai O community: TO YWCA and pro-TOYWCA residents --- p.99 / The effect of the Saga on YWCA --- p.100 / Chapter Section 9 --- Discussion --- p.102 / Differences of the two disputes in terms of stakeholder identification and analysis --- p.102 / Explaining the difference of repair strategies of YWCA legitimacy between the two controversies --- p.114 / What factors could link up pro-Beijing and rural forces since the 1990s? --- p.136 / "Advantages of binding together: elections, mobilization, and interests" --- p.140 / Chapter Section 10 --- Conclusion --- p.157 / The case and argument revisited --- p.157 / Theoretical input --- p.163 / Significance of the study --- p.164 / Research limitations --- p.168 / Suggestions for further research --- p.169 / Chapter Appendix 1 --- Informant characteristics and selection process --- p.172 / Informant characteristics --- p.172 / Informant selection process --- p.177 / Chapter Appendix 2 --- Newspaper reports on 1988 DB election --- p.179 / Chapter Appendix 3 --- Chronology of the 2008 River Crab Saga --- p.180 / Chapter Appendix 4 --- Debates over disaster relief process in 2008 in detail --- p.183 / Chapter Appendix 5 --- Letter of complaint to LegCo Redress System --- p.189 / References --- p.193

published_or_final_version / Social Work / Master / Master of Social Sciences

published_or_final_version / Public Administration / Master / Master of Public Administration

[Truncated abstract] This thesis investigates the phenomenon of organisational guanxi in business in the SOE hotel environment in south-west China. A general aim is to give the reader a sense of how organisational guanxi operates in this environment. It identifies the characteristics and roots of organizational guanxi and discusses the significance of its operation in this environment. This thesis also analyses the implications of the continued practice of organizational guanxi and the prospects of its future as the Chinese economy continues to evolve toward a more market orientation. In Chapter One, the phenomena of guanxi, mainzi and renqing are defined and the importance of their role in conducting business in mainland China proposed. … The findings of this new research in south-west China provide conclusive evidence that in this region the guanxi network remains the lifeblood of the business community (Kao, 1993). In addition, this research throws up some conclusions that are not aligned with that of Guthrie?s (2002) Shanghai-based findings. In Chapter Nine, The Conclusion, the major findings of this thesis are revisited and include the acknowledgement and definition of organisational guanxi, the exploration of the roots of organisational guanxi inside the danwei, the differentiation of intra-organisational guanxi from inter-organisational guanxi, the definition of the concept of guanxi neglect, and a comparison of the decay in the strength and usage of guanxi in south-west China with that in the Shanghai region.