This study compared age stereotypes among 567 respondents sampled in the UK and Hong Kong and examined how these stereotypes were related to discriminatory attitudes at work. Compared to the Hong Kong sample, UK respondents saw older workers as more effective at work, but less adaptable to change. As expected, respondents' own age was predictive of positive age stereotypes, although for supervisors this relationship was moderated in the case of perceptions of work effectiveness. Stereotypical beliefs were found to significantly affect respondents' attitudes towards the training, promotion and retention of older workers, their willingness to work with older workers, and their support for positive discrimination. Findings also suggest that anti-age discrimination policies in the respondent's organization had a positive impact on beliefs about the adaptability of older workers and possibly also on attitudes towards providing them with training. Implications of the findings were discussed in light of the existing socio-political environment in the UK and Hong Kong.
This study found that women‐friendly policies are not prevalent in organizations in Hong Kong. To ascertain if organizations that are more women‐friendly have more committed employees, working men and women in the territory were surveyed. Controlling for ‘national origin of organization’, the research results indicate that family‐ and work‐related factors impact on both women's and men's organizational commitment. But women‐friendly policies have a positive impact only on women—and only on their affective commitment, not on continuance commitment. The finding indicates that employees who are more likely to benefit directly from progressive policies that symbolize concern for them would become psychologically more attached to their organizations than those who perceive little value in the policies for their work lives.
This paper reviews the literature on training needs analysis with the intention of organising conceptually the various approaches. It offers a way of going beyond simple descriptions to a quantitative approach. A simple yet comprehensive model is proposed which consists of four aspects focusing on four related questions: Who are the key initiators of the TNA studies? What are the levels of interest in the studies (i.e. organization, process, group and individual)? What methods of analysis are used? What is the intended outcome of the analysis? Based on these, four hypotheses are proposed. A literature search produced a total of 118 articles, of which 44 were randomly picked for detailed review. As expected, the literature was dominated by "supply-led" players, i.e. trainers and academics, but with an unexpectedly strong emphasis on the "demandled" aspects of the organisation, especially its business results and growth.
This study examined the antecedents of an individual’s creative self-efficacy (CSE) using a sample of 41 semiconductor design teams. Drawing from social cognitive theory, we expected that a dynamic interaction of an individual’s learning goal orientation, creativity as a job requirement, and team learning behavior would build CSE. In addition, employing the combinational perspective, we conjectured that consistency among the three antecedents would enhance CSE, and subsequently, creative performance. As predicted, results showed that effects of learning goal orientation and job requirement on CSE were subject to other members’ learning behavior. A significant three-way interaction supported the position that individual–contextual congruence facilitates the development of CSE, while incongruence of these factors impedes such development. Implications for theory and human resource practices are discussed in light of these findings.
JEL Classification: M54, O32
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