This thesis investigates the accounting and other practices performed as part of trials experienced by interested actors in forming a Public Private Partnership (PPP) scheme. Prompted by the high visibility of PPP schemes and a lack of understanding about the situated roles and effects of accounting and other practices in motivating and appraising such schemes, two practice-oriented research problems are investigated. Firstly, how does an ambition for a PPP scheme form in particular times and places. Secondly, what is the agency of accounting and other appraisal processes in trialling a proposed PPP scheme. Following an introductory section, this thesis proceeds via three papers. The first paper reviews the extant accounting-related literature on PPP schemes along five research themes adapted from Broadbent & Laughlin (1999, 2004), highlighting the literary contributions and future research opportunities in this area. The second and third papers focus on the experiences of interested actors in trialling possibilities for a public housing PPP in the Australian state of New South Wales (NSW), using field-based research. The aim of the second paper is to understand how an ambition for a PPP can become accepted through efforts to ??envisage value?? for such schemes in particular times and places. The third paper investigates the roles and effects of accounting and other appraisal practices mobilised to translate an ambition for a PPP scheme into an agreement that promises a ??Value for Money?? (VFM) outcome. Collectively, these papers contribute to extant knowledge about the involvement of accounting and other practices in the performance of ??value?? in PPP schemes by: (i) illustrating how an ambition for a PPP scheme forms through ??envisaging value??; (ii) explicating the agency of accounting and other practices in conferring VFM with situated meaning; (iii) contradicting the dominant status attributed to the involvement of accounting calculations in PPP schemes; and (iv) highlighting the various ways in which interested actors can cope with and act in the face of significant uncertainties. Overall, these contributions further our understanding of how proposed PPP schemes are (per)formed through the complex of activities (including accounting) and interests tied to the achievement of such schemes.

Abstract This thesis explores the management of human resources (HR) in five star hotels located in a developing country (Malaysia). This study is particularly relevant to the hotel industry, known for its traditionally poor HR practices (e.g., a lack of employment security, training, and career development opportunity, low levels of employee involvement and an increasing number of casual employees who are paid hourly). These practices are often perceived as a solution to high labour costs and fluctuating demand prevalent in the hotel industry. However, it is often only "non-managerial" employees who are affected by poor HR practices, as more sophisticated approaches to HR practices are often taken with regard to managerial (strategic) level employees. HR practices system differentiation (HRPSD), or HR architecture, involves having more than one HR practices system within an organisation. HRPSD has been criticised in the hospitality management literature for the poor HR practices in the management of non-managerial employees, however despite this criticism, it is widely practiced by the industry. The continuation of HRPSD practices in the hotel industry suggests its importance to better understand, research and study. The aim of this research is to gain an understanding of HRPSD in a hotel industry context, and to better understand the immediate effects of such practices. While the existing literature concerning HR architecture in other industries provides some discussion of HRPSD, research and study of the concept focusing on the hotel industry is essential in providing a detailed explanation of the effect of this phenomenon, as HR practices between industries may vary. Central to this study, is an investigation of the nature of HRPSD, identification of HR intermediate outcomes, and the effects of HRPSD on hotel employees. Studying the effect of HRPSD on employees is important because employees are known to be a hotel organisations‟ most important resource. Developed based on the literature of SHRM and HR architecture, this study proposes a conceptual model that incorporates HRPSD in the SHRM model originally proposed by Schuler, Dowling, Smart, and Huber (1992). Guided by this model, this study seeks to answer the critical questions of “how organisations differentiate their HR practices systems” and “what are the corresponding HR intermediate outcomes?” A particular foci of this thesis relates to how the concept of a “strategic” (or managerial) job is conceptualised in the hotel industry, what the elements of HR practices systems in five-star hotels are, how and why hotel organisations differentiate their HR practices systems, what the HR intermediate outcomes of HRPSD are and how HRPSD relates to the identified HR intermediate outcomes. To answer these complex research issues, a multiple case research methodology is employed, utilising a series of in depth semi-structured interviews. This vi study focuses specifically on five-star hotels in Malaysia because HR practices vary among hotels of various sizes. The findings indicate a notable effect of HRPSD on employees‟ motivation, job satisfaction, organisational commitment and retention, and that excessive differentiation is not beneficial for a five star hotel. In this study only certain HR practices were found to be differentiated; selective staffing, extensive training, compensation and empowerment. HR practices that were applied to all employees without differentiation were a clear job description, orientation, employment security, objective performance appraisal, career development opportunity and effective communication. In addition, this study also provides a clear definition of the strategic job in the hotel industry, and demonstrates the importance of HR practices integration and the influence of internal and external environments on the formation of HR strategy. This research contributes to theory as well as hotel sector policy and practice. Theoretically, it has identified how HRPSD links to firm performance (in Malaysian five star hotels). In addition, it provides clear definitions and understanding of the strategic job concept as well as identification of HR practices system elements and their differentiation in five-star hotels. Furthermore, the theoretical framework developed can be useful for future quantitative studies which can test the model formulated in this study. For practitioners, the detailed examination of HR practices system elements and how they are differentiated may guide them in their future HR strategy formation.

Abstract This thesis explores the management of human resources (HR) in five star hotels located in a developing country (Malaysia). This study is particularly relevant to the hotel industry, known for its traditionally poor HR practices (e.g., a lack of employment security, training, and career development opportunity, low levels of employee involvement and an increasing number of casual employees who are paid hourly). These practices are often perceived as a solution to high labour costs and fluctuating demand prevalent in the hotel industry. However, it is often only "non-managerial" employees who are affected by poor HR practices, as more sophisticated approaches to HR practices are often taken with regard to managerial (strategic) level employees. HR practices system differentiation (HRPSD), or HR architecture, involves having more than one HR practices system within an organisation. HRPSD has been criticised in the hospitality management literature for the poor HR practices in the management of non-managerial employees, however despite this criticism, it is widely practiced by the industry. The continuation of HRPSD practices in the hotel industry suggests its importance to better understand, research and study. The aim of this research is to gain an understanding of HRPSD in a hotel industry context, and to better understand the immediate effects of such practices. While the existing literature concerning HR architecture in other industries provides some discussion of HRPSD, research and study of the concept focusing on the hotel industry is essential in providing a detailed explanation of the effect of this phenomenon, as HR practices between industries may vary. Central to this study, is an investigation of the nature of HRPSD, identification of HR intermediate outcomes, and the effects of HRPSD on hotel employees. Studying the effect of HRPSD on employees is important because employees are known to be a hotel organisations‟ most important resource. Developed based on the literature of SHRM and HR architecture, this study proposes a conceptual model that incorporates HRPSD in the SHRM model originally proposed by Schuler, Dowling, Smart, and Huber (1992). Guided by this model, this study seeks to answer the critical questions of “how organisations differentiate their HR practices systems” and “what are the corresponding HR intermediate outcomes?” A particular foci of this thesis relates to how the concept of a “strategic” (or managerial) job is conceptualised in the hotel industry, what the elements of HR practices systems in five-star hotels are, how and why hotel organisations differentiate their HR practices systems, what the HR intermediate outcomes of HRPSD are and how HRPSD relates to the identified HR intermediate outcomes. To answer these complex research issues, a multiple case research methodology is employed, utilising a series of in depth semi-structured interviews. This vi study focuses specifically on five-star hotels in Malaysia because HR practices vary among hotels of various sizes. The findings indicate a notable effect of HRPSD on employees‟ motivation, job satisfaction, organisational commitment and retention, and that excessive differentiation is not beneficial for a five star hotel. In this study only certain HR practices were found to be differentiated; selective staffing, extensive training, compensation and empowerment. HR practices that were applied to all employees without differentiation were a clear job description, orientation, employment security, objective performance appraisal, career development opportunity and effective communication. In addition, this study also provides a clear definition of the strategic job in the hotel industry, and demonstrates the importance of HR practices integration and the influence of internal and external environments on the formation of HR strategy. This research contributes to theory as well as hotel sector policy and practice. Theoretically, it has identified how HRPSD links to firm performance (in Malaysian five star hotels). In addition, it provides clear definitions and understanding of the strategic job concept as well as identification of HR practices system elements and their differentiation in five-star hotels. Furthermore, the theoretical framework developed can be useful for future quantitative studies which can test the model formulated in this study. For practitioners, the detailed examination of HR practices system elements and how they are differentiated may guide them in their future HR strategy formation.

Abstract This thesis explores the management of human resources (HR) in five star hotels located in a developing country (Malaysia). This study is particularly relevant to the hotel industry, known for its traditionally poor HR practices (e.g., a lack of employment security, training, and career development opportunity, low levels of employee involvement and an increasing number of casual employees who are paid hourly). These practices are often perceived as a solution to high labour costs and fluctuating demand prevalent in the hotel industry. However, it is often only "non-managerial" employees who are affected by poor HR practices, as more sophisticated approaches to HR practices are often taken with regard to managerial (strategic) level employees. HR practices system differentiation (HRPSD), or HR architecture, involves having more than one HR practices system within an organisation. HRPSD has been criticised in the hospitality management literature for the poor HR practices in the management of non-managerial employees, however despite this criticism, it is widely practiced by the industry. The continuation of HRPSD practices in the hotel industry suggests its importance to better understand, research and study. The aim of this research is to gain an understanding of HRPSD in a hotel industry context, and to better understand the immediate effects of such practices. While the existing literature concerning HR architecture in other industries provides some discussion of HRPSD, research and study of the concept focusing on the hotel industry is essential in providing a detailed explanation of the effect of this phenomenon, as HR practices between industries may vary. Central to this study, is an investigation of the nature of HRPSD, identification of HR intermediate outcomes, and the effects of HRPSD on hotel employees. Studying the effect of HRPSD on employees is important because employees are known to be a hotel organisations‟ most important resource. Developed based on the literature of SHRM and HR architecture, this study proposes a conceptual model that incorporates HRPSD in the SHRM model originally proposed by Schuler, Dowling, Smart, and Huber (1992). Guided by this model, this study seeks to answer the critical questions of “how organisations differentiate their HR practices systems” and “what are the corresponding HR intermediate outcomes?” A particular foci of this thesis relates to how the concept of a “strategic” (or managerial) job is conceptualised in the hotel industry, what the elements of HR practices systems in five-star hotels are, how and why hotel organisations differentiate their HR practices systems, what the HR intermediate outcomes of HRPSD are and how HRPSD relates to the identified HR intermediate outcomes. To answer these complex research issues, a multiple case research methodology is employed, utilising a series of in depth semi-structured interviews. This vi study focuses specifically on five-star hotels in Malaysia because HR practices vary among hotels of various sizes. The findings indicate a notable effect of HRPSD on employees‟ motivation, job satisfaction, organisational commitment and retention, and that excessive differentiation is not beneficial for a five star hotel. In this study only certain HR practices were found to be differentiated; selective staffing, extensive training, compensation and empowerment. HR practices that were applied to all employees without differentiation were a clear job description, orientation, employment security, objective performance appraisal, career development opportunity and effective communication. In addition, this study also provides a clear definition of the strategic job in the hotel industry, and demonstrates the importance of HR practices integration and the influence of internal and external environments on the formation of HR strategy. This research contributes to theory as well as hotel sector policy and practice. Theoretically, it has identified how HRPSD links to firm performance (in Malaysian five star hotels). In addition, it provides clear definitions and understanding of the strategic job concept as well as identification of HR practices system elements and their differentiation in five-star hotels. Furthermore, the theoretical framework developed can be useful for future quantitative studies which can test the model formulated in this study. For practitioners, the detailed examination of HR practices system elements and how they are differentiated may guide them in their future HR strategy formation.

Abstract This thesis explores the management of human resources (HR) in five star hotels located in a developing country (Malaysia). This study is particularly relevant to the hotel industry, known for its traditionally poor HR practices (e.g., a lack of employment security, training, and career development opportunity, low levels of employee involvement and an increasing number of casual employees who are paid hourly). These practices are often perceived as a solution to high labour costs and fluctuating demand prevalent in the hotel industry. However, it is often only "non-managerial" employees who are affected by poor HR practices, as more sophisticated approaches to HR practices are often taken with regard to managerial (strategic) level employees. HR practices system differentiation (HRPSD), or HR architecture, involves having more than one HR practices system within an organisation. HRPSD has been criticised in the hospitality management literature for the poor HR practices in the management of non-managerial employees, however despite this criticism, it is widely practiced by the industry. The continuation of HRPSD practices in the hotel industry suggests its importance to better understand, research and study. The aim of this research is to gain an understanding of HRPSD in a hotel industry context, and to better understand the immediate effects of such practices. While the existing literature concerning HR architecture in other industries provides some discussion of HRPSD, research and study of the concept focusing on the hotel industry is essential in providing a detailed explanation of the effect of this phenomenon, as HR practices between industries may vary. Central to this study, is an investigation of the nature of HRPSD, identification of HR intermediate outcomes, and the effects of HRPSD on hotel employees. Studying the effect of HRPSD on employees is important because employees are known to be a hotel organisations‟ most important resource. Developed based on the literature of SHRM and HR architecture, this study proposes a conceptual model that incorporates HRPSD in the SHRM model originally proposed by Schuler, Dowling, Smart, and Huber (1992). Guided by this model, this study seeks to answer the critical questions of “how organisations differentiate their HR practices systems” and “what are the corresponding HR intermediate outcomes?” A particular foci of this thesis relates to how the concept of a “strategic” (or managerial) job is conceptualised in the hotel industry, what the elements of HR practices systems in five-star hotels are, how and why hotel organisations differentiate their HR practices systems, what the HR intermediate outcomes of HRPSD are and how HRPSD relates to the identified HR intermediate outcomes. To answer these complex research issues, a multiple case research methodology is employed, utilising a series of in depth semi-structured interviews. This vi study focuses specifically on five-star hotels in Malaysia because HR practices vary among hotels of various sizes. The findings indicate a notable effect of HRPSD on employees‟ motivation, job satisfaction, organisational commitment and retention, and that excessive differentiation is not beneficial for a five star hotel. In this study only certain HR practices were found to be differentiated; selective staffing, extensive training, compensation and empowerment. HR practices that were applied to all employees without differentiation were a clear job description, orientation, employment security, objective performance appraisal, career development opportunity and effective communication. In addition, this study also provides a clear definition of the strategic job in the hotel industry, and demonstrates the importance of HR practices integration and the influence of internal and external environments on the formation of HR strategy. This research contributes to theory as well as hotel sector policy and practice. Theoretically, it has identified how HRPSD links to firm performance (in Malaysian five star hotels). In addition, it provides clear definitions and understanding of the strategic job concept as well as identification of HR practices system elements and their differentiation in five-star hotels. Furthermore, the theoretical framework developed can be useful for future quantitative studies which can test the model formulated in this study. For practitioners, the detailed examination of HR practices system elements and how they are differentiated may guide them in their future HR strategy formation.

Abstract This thesis explores the management of human resources (HR) in five star hotels located in a developing country (Malaysia). This study is particularly relevant to the hotel industry, known for its traditionally poor HR practices (e.g., a lack of employment security, training, and career development opportunity, low levels of employee involvement and an increasing number of casual employees who are paid hourly). These practices are often perceived as a solution to high labour costs and fluctuating demand prevalent in the hotel industry. However, it is often only "non-managerial" employees who are affected by poor HR practices, as more sophisticated approaches to HR practices are often taken with regard to managerial (strategic) level employees. HR practices system differentiation (HRPSD), or HR architecture, involves having more than one HR practices system within an organisation. HRPSD has been criticised in the hospitality management literature for the poor HR practices in the management of non-managerial employees, however despite this criticism, it is widely practiced by the industry. The continuation of HRPSD practices in the hotel industry suggests its importance to better understand, research and study. The aim of this research is to gain an understanding of HRPSD in a hotel industry context, and to better understand the immediate effects of such practices. While the existing literature concerning HR architecture in other industries provides some discussion of HRPSD, research and study of the concept focusing on the hotel industry is essential in providing a detailed explanation of the effect of this phenomenon, as HR practices between industries may vary. Central to this study, is an investigation of the nature of HRPSD, identification of HR intermediate outcomes, and the effects of HRPSD on hotel employees. Studying the effect of HRPSD on employees is important because employees are known to be a hotel organisations‟ most important resource. Developed based on the literature of SHRM and HR architecture, this study proposes a conceptual model that incorporates HRPSD in the SHRM model originally proposed by Schuler, Dowling, Smart, and Huber (1992). Guided by this model, this study seeks to answer the critical questions of “how organisations differentiate their HR practices systems” and “what are the corresponding HR intermediate outcomes?” A particular foci of this thesis relates to how the concept of a “strategic” (or managerial) job is conceptualised in the hotel industry, what the elements of HR practices systems in five-star hotels are, how and why hotel organisations differentiate their HR practices systems, what the HR intermediate outcomes of HRPSD are and how HRPSD relates to the identified HR intermediate outcomes. To answer these complex research issues, a multiple case research methodology is employed, utilising a series of in depth semi-structured interviews. This vi study focuses specifically on five-star hotels in Malaysia because HR practices vary among hotels of various sizes. The findings indicate a notable effect of HRPSD on employees‟ motivation, job satisfaction, organisational commitment and retention, and that excessive differentiation is not beneficial for a five star hotel. In this study only certain HR practices were found to be differentiated; selective staffing, extensive training, compensation and empowerment. HR practices that were applied to all employees without differentiation were a clear job description, orientation, employment security, objective performance appraisal, career development opportunity and effective communication. In addition, this study also provides a clear definition of the strategic job in the hotel industry, and demonstrates the importance of HR practices integration and the influence of internal and external environments on the formation of HR strategy. This research contributes to theory as well as hotel sector policy and practice. Theoretically, it has identified how HRPSD links to firm performance (in Malaysian five star hotels). In addition, it provides clear definitions and understanding of the strategic job concept as well as identification of HR practices system elements and their differentiation in five-star hotels. Furthermore, the theoretical framework developed can be useful for future quantitative studies which can test the model formulated in this study. For practitioners, the detailed examination of HR practices system elements and how they are differentiated may guide them in their future HR strategy formation.

Abstract This thesis explores the management of human resources (HR) in five star hotels located in a developing country (Malaysia). This study is particularly relevant to the hotel industry, known for its traditionally poor HR practices (e.g., a lack of employment security, training, and career development opportunity, low levels of employee involvement and an increasing number of casual employees who are paid hourly). These practices are often perceived as a solution to high labour costs and fluctuating demand prevalent in the hotel industry. However, it is often only "non-managerial" employees who are affected by poor HR practices, as more sophisticated approaches to HR practices are often taken with regard to managerial (strategic) level employees. HR practices system differentiation (HRPSD), or HR architecture, involves having more than one HR practices system within an organisation. HRPSD has been criticised in the hospitality management literature for the poor HR practices in the management of non-managerial employees, however despite this criticism, it is widely practiced by the industry. The continuation of HRPSD practices in the hotel industry suggests its importance to better understand, research and study. The aim of this research is to gain an understanding of HRPSD in a hotel industry context, and to better understand the immediate effects of such practices. While the existing literature concerning HR architecture in other industries provides some discussion of HRPSD, research and study of the concept focusing on the hotel industry is essential in providing a detailed explanation of the effect of this phenomenon, as HR practices between industries may vary. Central to this study, is an investigation of the nature of HRPSD, identification of HR intermediate outcomes, and the effects of HRPSD on hotel employees. Studying the effect of HRPSD on employees is important because employees are known to be a hotel organisations‟ most important resource. Developed based on the literature of SHRM and HR architecture, this study proposes a conceptual model that incorporates HRPSD in the SHRM model originally proposed by Schuler, Dowling, Smart, and Huber (1992). Guided by this model, this study seeks to answer the critical questions of “how organisations differentiate their HR practices systems” and “what are the corresponding HR intermediate outcomes?” A particular foci of this thesis relates to how the concept of a “strategic” (or managerial) job is conceptualised in the hotel industry, what the elements of HR practices systems in five-star hotels are, how and why hotel organisations differentiate their HR practices systems, what the HR intermediate outcomes of HRPSD are and how HRPSD relates to the identified HR intermediate outcomes. To answer these complex research issues, a multiple case research methodology is employed, utilising a series of in depth semi-structured interviews. This vi study focuses specifically on five-star hotels in Malaysia because HR practices vary among hotels of various sizes. The findings indicate a notable effect of HRPSD on employees‟ motivation, job satisfaction, organisational commitment and retention, and that excessive differentiation is not beneficial for a five star hotel. In this study only certain HR practices were found to be differentiated; selective staffing, extensive training, compensation and empowerment. HR practices that were applied to all employees without differentiation were a clear job description, orientation, employment security, objective performance appraisal, career development opportunity and effective communication. In addition, this study also provides a clear definition of the strategic job in the hotel industry, and demonstrates the importance of HR practices integration and the influence of internal and external environments on the formation of HR strategy. This research contributes to theory as well as hotel sector policy and practice. Theoretically, it has identified how HRPSD links to firm performance (in Malaysian five star hotels). In addition, it provides clear definitions and understanding of the strategic job concept as well as identification of HR practices system elements and their differentiation in five-star hotels. Furthermore, the theoretical framework developed can be useful for future quantitative studies which can test the model formulated in this study. For practitioners, the detailed examination of HR practices system elements and how they are differentiated may guide them in their future HR strategy formation.

‘Education as democracy’ is based upon a belief that children have the right to equity in their educational experiences. To honour this right, those who implement this educational philosophy use democratic values and practices to democratise the process and content of education. Although advocates cite a number of benefits for both individual children and the school community, there is a lack of empirical research on this topic, especially in the field of early childhood education. / This qualitative study contributes to filling this gap by examining four Australian kindergarten teachers’ beliefs, knowledge, practices, influences, and challenges about implementing this philosophy in their classrooms. Data were collected using semi-structured interviews, direct classroom observations, and document analysis. The participants were considered one cohort, and across-case analysis and triangulation of the three data sources uncovered common themes and patterns in the data. Findings suggest that there are both similarities and variations among the participants’ beliefs, knowledge, and practices, as well as among the influences and challenges they have experienced. Identified similarities include the participants’ levels of motivation, categories of teacher practice, types of influencing factors, and the presence of challenges. Conversely, the participants showed variation regarding their beliefs and knowledge, the use of some specific classroom practices, and selected influences and challenges. / This study makes a significant contribution to the current knowledge base due to its clarification of how this democratic educational philosophy can be practically implemented in early childhood classrooms, and its implications for early childhood practice and policy. Regarding the initial training of early childhood teachers, the findings suggest that professional benefits may occur if training programs explicitly introduced this philosophy to trainees. Additionally, the findings imply that early childhood policies that enhance supporting conditions and lessen challenges experienced by teachers implementing ‘education as democracy’ can have positive benefits for all teachers.

Tourism is promoted by the governments of many developing countries because it offers the potential for creating jobs, thus generating income for the country and revenue for the government. However, the tourism industry can also be viewed as a destructive force, associated with negative externalities such as the loss of natural landscapes, congestion, and environmental and cultural degradation. These problems are more likely to be exacerbated where there is a lack of well-designed planning and effective management of tourism development. An essential component of any management of tourism is the ability to engage with, and get a positive response from, the tourism industry. There are a wide range of enterprises involved in providing tourist products and experiences, and in many nations, both developing and developed, a large number of these businesses are small and medium in size and tend to operate at a local scale. The informal nature of tourism enterprises in the developing world can make it difficult to spread awareness of tourism policy and to measure moves towards more sustainable performance on the part of the industry. Using the case study of tourism in the city of Hue, this thesis argues that it is essential to understand both what tourism enterprises know about sustainable tourism practice and policy and also how they respond to its adoption, if we are to more fully understand tourism and its links to sustainable economic development. Located on the central northern coast of Vietnam, Hue is well known for its cultural resources and natural beauty, and the province has become a major tourism centre in Vietnam. The city of Hue itself is recognized as having international heritage value and was listed as a world cultural heritage site by UNESCO in 1993. During the last decade, tourism revenues have increased by nearly 35% per annum, and Hue has made great efforts to both stimulate and cater for increasing demand for its tourism products and services. The Vietnamese government has introduced a number of policies designed to enhance environmental quality generally and, more specifically, to improve the sustainability of enterprises in the tourism sector. This thesis examines the degree to which tourism enterprises in the city of Hue are aware of the broad concept of sustainable tourism and of the specific legislation designed to influence the sustainability of their businesses. I examine the structure and make-up of the industry and then analyse whether characteristics such as size, ownership type and sectoral focus play a role in influencing awareness of, and response to, government policy. The research triangulates data-gathering methods: secondary data, literature reviews, semi-structured interviews and an enterprise survey are all used to gain insights into the core research questions. Each method feeds into and is strengthened by the others, and their combination (including 50 interviews and 180 survey responses) provides a robust data set to work from. The findings reveal that many of the firms operating in the Hue tourism industry are characterized by weak institutional practices, low financial capacity, poor facilities and a lack of broader awareness of policies that influence sustainable tourism practice. The tourism industry’s awareness of general sustainable development issues is low, and much business practice focuses on short-term rather than long-term perspectives. This limits the use of environmentally friendly practices by firms, especially small- and medium-scale enterprises (SMEs), in their daily business activities. The study reveals that there is no significant variation in the adoption of sustainable tourism practices according to the size of enterprises, especially if the practices in question are simple and can be introduced with cost savings. However, as the cost and complexity of introducing environmental measures increases, we see a greater ability on the part of larger enterprises to adopt such actions – partly because they are in a stronger position to bear the short-terms costs of implementing such approaches. There are a wide range of factors that constrain the Hue tourism industry from adopting more sustainable tourism practices. Internal constraints such as limited financial and human resources are combined with external constraints such as increasing cost-based competition, the lack of enforcement of government policies, and limited awareness of sustainable tourism pracitces. All of these factors play a crucial role in shaping the actions of enterprises in relation to sustainable tourism practices and policies. The results of this study also point to the fact that government sustainable tourism initiatives that rely on ‘command-and-control’ approaches will have limited effect; instead, a variety of institutional economic instruments offer greater potential to overcome deficiencies in the ability of the market to drive tourism enterprises towards more sustainable business practices. The thesis also argues that it is important to develop approaches that can cope with the special challenges attached to management of sustainable tourism development in destinations that are dominated by SMEs. The thesis contributes to the growing body of theory and literature in sustainable tourism development and tourism-enterprise behaviour. It also makes an important contribution to our understanding of tourism enterprises in the developing world. In particular, the findings add an important layer of understanding to those attempting to develop a more sustainable tourism industry in Vietnam. Specifically, it provides policy-makers with important insights into the ways in which different types of tourism enterprises respond to initiatives that relate to improved business sustainability.

Doctor of Education (Ed.D.) / At an upper level of education, especially Forms 5, 6 and 7 of secondary school and in tertiary institutions, Indo-Fijian students often perform better than their ethnic Fijian counterparts. This pattern of ethnic difference in academic performance is a long standing one, lasting over 70 years. However, both ethnic groups have been participants in the same educational system in Fiji. Educational policies have been implemented to reduce this difference. This present case study argues that there are cultural differences of values, beliefs and practices with respect to educational achievement among Indo-Fijians and ethnic Fijians. The achievement ethic of the two ethnic groups differs. Indo-Fijian culture respects and values education highly. Generally speaking, educating children has been always the top priority of Indo-Fijian culture. They believe that education changes people for the better, and the only way to “success” is through education. Thus, Indo- Fijian parents believe that helping children to strive for academic excellence is one of the most important tasks for them. The priority attached by such parents to educational success is one of the strongest forces behind academic success. By contrast, ethnic Fijian culture encourages children to have a strong sense of loyalty to their community and of becoming good members of their koro (i.e., village). Indeed, one’s total commitment to communal activities and cultural requirements is of vital importance. Although ethnic Fijian parents generally understand the importance of their children’s education and wish to support their education, ethnic Fijian communal demands are enormous in terms of time and labour. The pressure to maintain their moral and social obligations within the community tends to make ethnic Fijians spend a large amount of time, energy and money on functions such as ceremonial events and church activities, at the possible expense of providing for the formal education of their children. These demands mean that parents are often absent from home, and unable to supervise children’s homework. Ethnic Fijian children, upper secondary schoolers, feel strong pressure from their peers within their koro to conform to social activities, such as attending church, playing sports such as rugby and volleyball, and hanging around in the koro and town. Besides, the layout of the typical ethnic Fijian home is a more difficult environment than Indo-Fijian households for children’s study, largely due to the limited space to study independently. The socio-cultural background of ethnic Fijians, especially their home environment including family values and priorities, is one of the major barriers to their children’s educational progress. In addition, school leadership, teachers’ expectations, colonial policies and legacies, e.g., land tenure issues, play important roles in affecting differences in the academic performance of these two ethnic groups. Consequently, the educational achievement differences between ethnic Fijians and Indo-Fijians are revealed substantially during the secondary and tertiary educational institutions.