BackgroundSystematic reviews, which assess the risk of bias in included studies, are increasingly used to develop environmental hazard assessments and public health guidelines. These research areas typically rely on evidence from human observational studies of exposures, yet there are currently no universally accepted standards for assessing risk of bias in such studies. The risk of bias in non-randomised studies of exposures (ROBINS-E) tool has been developed by building upon tools for risk of bias assessment of randomised trials, diagnostic test accuracy studies and observational studies of interventions. This paper reports our experience with the application of the ROBINS-E tool.MethodsWe applied ROBINS-E to 74 exposure studies (60 cohort studies, 14 case-control studies) in 3 areas: environmental risk, dietary exposure and drug harm. All investigators provided written feedback, and we documented verbal discussion of the tool. We inductively and iteratively classified the feedback into 7 themes based on commonalities and differences until all the feedback was accounted for in the themes. We present a description of each theme.ResultsWe identified practical concerns with the premise that ROBINS-E is a structured comparison of the observational study being rated to the ‘ideal’ randomised controlled trial. ROBINS-E assesses 7 domains of bias, but relevant questions related to some critical sources of bias, such as exposure and funding source, are not assessed. ROBINS-E fails to discriminate between studies with a single risk of bias or multiple risks of bias. ROBINS-E is severely limited at determining whether confounders will bias study outcomes. The construct of co-exposures was difficult to distinguish from confounders. Applying ROBINS-E was time-consuming and confusing.ConclusionsOur experience suggests that the ROBINS-E tool does not meet the need for an international standard for evaluating human observational studies for questions of harm relevant to public and environmental health. We propose that a simpler tool, based on empirical evidence of bias, would provide accurate measures of risk of bias and is more likely to meet the needs of the environmental and public health community.

Management competences significant for large and medium‐size companies in the West may not be universally applicable. Describes which qualitative, inductive approaches were used to identify competences important in expanding smaller businesses in a particular locality (Hong Kong). Identifies competences generally salient for growth as: global‐oriented outlook for the business; analytical market approach; readiness to seize relevant opportunities; and systematic financial management. Considers an additional set of competences salient for growing companies with less than 50 employees, namely: vivid vision/purpose/ mission; ability to conceptualize or formulate company strategy; strategic approach to human resource development; and promoting a learning culture. Also identifies several competences relevant to all small businesses in Hong Kong, whether growing or non‐growing.

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractThis study investigates the significance of developing career goals and adopting appropriate career strategies during the first two years of employment after graduation. Data were collected from a sample of 300 graduate employees in Hong Kong during a time when job competition has been increasingly tough. Results indicate that respondents tend to use strategies such as`e nhancing promotability'' (performing effectively, acquiring skills, building networks) and``improving image with superiors'' (conforming to expectations, highlighting accomplishments) more frequently than``establishing external contacts'' (joining professional bodies and trade associations) during early career. The relationships of career goals and strategies to satisfaction with salary and hierarchical progression are also examined. Factors such as``developing career goals and plans'' and``improving image with superiors'' are positively and significantly related to satisfaction with progression. Practical implications of the study findings on individuals and organizations are discussed. Electronic accessThe research register for this journal is available at

Examines the perceptions and expectations of Chinese graduates in Hong Kong towards their careers and initial job needs immediately prior to their graduation. The findings, which comprised quantitative data from 492 responses and qualitative data from seven interviews and two focus group meetings, show that both extrinsic and intrinsic rewards are important in career and job aspects. Discusses various issues in light of the results, such as the relationship between jobs and career, organizational commitment, occupational choice of allocations, work attitudes and environment. The analysis has implications for undergraduates, employers and career advisers. Continuous development a Good promotion b Relevance to course of study a Attractive salary b Area of self-interest a Match with career plan a Interesting/meaningful job a Goal in life a Good training a Attractive terms of employment b

No abstract