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  • The objective is to assess whether the extent to which employee resilience and organizational culture would be significantly related to and statistically predict the three facets of employee work engagement. Resilience was measured by four facets (Determination, Endurance, Adaptability, and Recuperability); and Organization Culture was measured for three types (Bureaucratic, Innovative, and Supportive). The dependent measures were the three facets of Work Engagement (Cognitive, Emotional, and Physical). This research by questionnaire was conducted in 2023. The questionnaires completed by 316 full-time workers revealed that all four facets of employee resilience had significant positive correlations with all three types of work engagement. Also, all three facets of work engagement were significantly higher in Innovative and Supportive cultures compared to Bureaucratic cultures. The regression analyses performed showed that the resilience factors of Determination and Adaptability were strong positive predictors of all three facets of work engagement. Furthermore, Innovative culture had additional positive effects on all three facets of work engagement; while Supportive culture had an additional positive effect on Emotional Work Engagement. The implications of the results for management are also discussed in this paper.

  • Purpose – The purpose of this paper is to empirically investigate the extent of the reported low affective commitment compared to continuance commitment of Chinese casino dealers, to discern if there is a significant difference between the two types of commitment, and to identify factors that could explain the difference between them. Design/methodology/approach – Questionnaire data were obtained from 247 Chinese casino dealers working for the three major casino groups in Macau. Correlations and regressions were used to analyze the data. Findings – Dealers’ affective commitment was significantly lower than their continuance commitment, suggesting dealers do not like their jobs but do not leave them, which indicates they have cognitive dissonance about their jobs. Organizational socialization, organizational support, and supervisor integrity were positively correlated with affective commitment; while value of money, pay satisfaction, and neuroticism, were positively correlated with continuance commitment. Organizational support was the strongest predictor of affective commitment, while the value they place on money was the strongest predictor of continuance commitment. Practical implications – Casino managers could improve dealers’ affective commitment by facilitating their organizational socialization, especially training and rewards for their work, providing greater organizational support, and fair and supportive treatment from their supervisors. Originality/value – This is the first study to provide evidence of the difference between affective and continuance commitment in Chinese society, and identifies factors that influence each type of commitment, and may help resolve the employees’ dilemma about their jobs, which is an important concern for Chinese managers.

  • To determine whether living according to specific traditional Chinese cultural values was associated with satisfaction of the five needs in Maslow’s motivational hierarchy and overall life satisfaction, a mixed-method approach was employed, with an empirical questionnaire and supplemental interviews. The questionnaire assessed the hypothesized relationships that traditional Chinese values had with personal life outcomes, including health, employment, satisfaction of the five needs from Maslow’s hierarchy, and life satisfaction. The interviews examined the relationships that several demographic variables had with living by traditional Chinese values. The results of the empirical data revealed that most Chinese people today are still living according to the traditional Chinese cultural values, and that living by those traditional values are strongly associated with satisfaction of all five of the human needs in the Maslow hierarchy, as well as with overall life satisfaction. Additionally, the results of the qualitative interviews readily supported the empirical findings, and also revealed that the time during which inter-generational transmission of the Chinese cultural values occurs is when parents teach those values to their children at a very early age, that is, between 3 and 8 years old, before the children start primary school.

Last update from database: 6/6/25, 6:01 PM (UTC)