With bullying in schools high on policy makers' agendas, researchers are looking for effective strategies to tackle its disruptive effects. The present study sets out to address this issue. First, the prevalence of bullying is examined in Hong Kong High Schools, and second, the effectiveness of a Restorative Whole-school Approach (RWsA) in reducing bullying is examined in a quasi-experimental design. The RWsA emphasizes the setting up of restorative goals, clear instructions, team building, and good relationships among students, parents, and teachers. Over the course of 2 years, and across four schools, the effectiveness of this program was observed by comparing an intervention group with a partial intervention group (which did not receive the full treatment) and a control group (which received no treatment whatsoever). The group that received the RWsA treatment exhibited a significant reduction of bullying, higher empathic attitudes, and higher self-esteem in comparison to the partial intervention and the control group.

China began its social security reform when the market‐oriented economy was first promoted in the late 1970s. Initiatives have been taken to replace the employer‐based labour insurance model with a largely social insurance model. However, it is a mistake to argue that China is pursuing a neo‐liberal agenda in its social initiatives. Instead, the state has played a major role in the process. Based on a developmental analysis, it is argued that the direction of change is generally encouraging. The emerging social insurance programme has the following advantages: it widens coverage, facilitates economic development, seeks a minimum entitlement, fosters social integration, and enhances individual participation and responsibility. The creation of an economically and socially viable social insurance programme will support the economic development of the country in the twenty‐first century.

This article presents the findings of a study on age discrimination against older workers in Hong Kong. The study collected survey data from 787 older workers aged 45 or above and 283 employers who were managers responsible for personnel or human resources management, or for hiring people for organizations. The focus is on revealing the influences of the organizational goals of profit-making and social responsibility on age discrimination, along with influences from negative stereotyping and other factors. Results indicate that the social responsibility goal tends to be more influential than negative stereotyping on age discrimination. In contrast, the profit-making goal did not display a significant effect on age discrimination. They offer implications for policies and practices for managing the ageing workforce in the labour market.

With increasing longevity, family care of the Chinese elderly in Hong Kong is evolving as a "caring trap" for female caregivers, especially unmarried daughters. Despite this, as Hong Kong is still a patriarchal Chinese society, most of the major decisions affecting the destiny of frail elders are made by sons or other male members of the family. The unequal gender roles, obligations, and division of caregiving responsibilities within the Chinese family and their effects on the caring relationship are discussed. Implications of this injustice based on gender regarding family care of the elderly and the possibility of its elimination are examined.

In a Chinese society, there are a number of important cultural beliefs which govern the relationship between age and employment. For example, there is a traditional cultural saying that older people are but a treasure of the family. Other similar cultural norms suggest that to be old is to enjoy the fruits of one's offspring, to be nurtured by one's sons, and to be cared for by one's daughters (and also daughters-in-law). The ideology of the family as an extended unit supported and legitimized the notion of retirement, although this is by no means a Chinese concept.However, all these cultural blessings have also served to set a fundamental barrier for Chinese older people in contemporary Hong Kong who would like to continue to work beyond their retirement age. Discriminatory beliefs and negative stereotypes about the images and productivity of older workers are prevalent amongst some employers, which serve to legitimize the exclusion of older people from the labour market. Social dissatisfaction and political tensions which should have arisen from the exclusion of older workers, however, are blurred by the selective maintenance of Chinese cultural norms.In this article, authors Chiu and Ngan attempt to analyze the social and cultural bases of discriminatory practices affecting the employment of older workers in Hong Kong. Cultural bases for the production and maintenance of stereotypes are explored with particular reference to Chinese values and norms. Opportunities and constraints in relation to individual and collective empowerment for older workers are examined, based on a Program