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We see security guards around in Macao in our daily lives and they are the ones who are responsible for protecting people’s safety and properties. Most security guards are non-local workers and might have different workplace stress levels. This study’s main aim is to investigate how job satisfaction and supervisory support are related to burnout among security guards in Macao. The research is carried out through a quantitative questionnaire to collect data and deliver it to the local and non-local security guards working in Macao. A total of 132 questionnaires were collected. It is expected that when security guards have higher job satisfaction and more supervisory support, they will experience less burnout. This intention enables the organization to make some changes to help the security guards from burnout due to job dissatisfaction and no supervisory support. The practical implication for reducing stress is introducing training courses such as mindfulness-based stress training programs. Future research will investigate other support like organizational support, peer support, and family and friends support on security guards

The phenomenon of burnout has been recognised as a worldwide occupational health issue after being vastly studied for decades. Trait Emotional Intelligence (trait EI) and resilience have been identified as personal protective factors (Gutierrez & Mullen, 2016; Listopad et al., 2021), while organisational socialisation is suggested to be an organisational factor in helping people in preventing burnout (Taormina & Law, 2000). With the purpose of 1) investigating the phenomenon in the counselling profession, as well as 2) exploring how trait EI and resilience are related to burnout and whether organisational socialisation might impose moderating effects in between, the present study examined 115 counselling professionals currently employed and working in organisational settings in Macau by snowball sampling, using a quantitative and cross-sectional approach through self-reported online questionnaires. From the data obtained, different burnout patterns were observed according to job titles and work settings, indicating that counselling professionals with different specialties and work in different settings have unique sources of stress, which resulting in differences in their burnout patterns. No between-group differences were observed in age and work experience, while male participants have a higher burnout perception than female participants in the current study. On the other hand, current results suggested trait EI and four components of resilience (determination, endurance, adaptability and recuperability) are negatively correlated to counselling professionals’ burnout perception, providing supportive evidence that trait EI and resilience are protective factors against burnout. Moderation analysis results revealed that organisational socialisation has some moderating effects on the relationship between trait EI, resilience and burnout. However, differences in direction and intensity indicated that the moderating effects of organisational socialisation might be influenced by individual differences. Further studies are needed to better the understanding of the moderating effect of organisational socialisation. Limitations of the current research and implications for counselling professionals and organisations were also discussed in the study

This study explored the effect of communication (i.e., among staff, and between staff and clients) and of cultural diversity on job satisfaction (i.e., intrinsic, extrinsic, and general) and perceived service quality of formal caregivers working in elderly services in Macao. We applied a quantitative methodology, based on a cross-sectional design using a self-response questionnaire to 162 staff in six elderly centres in Macao. Based on an extensive review of the literature, we proposed that: H1) cultural diversity is negatively related to (a) intrinsic job satisfaction, (b) extrinsic job satisfaction, (c) general job satisfaction, and (H5) negatively related to perceived competence and service quality; (H2) communication (a) among staff and (b) between staff and clients is positively related to intrinsic job satisfaction (H3) extrinsic job satisfaction, (H4) general job satisfaction, and (H6) perceived service quality; and finally that (H7) intrinsic, (H8) extrinsic, and (H9) general job satisfaction mediate the relationship between (a) cultural diversity, (b) communication among staff and (c) communication between staff and clients, and perceived service quality. We found that more communication among staff was related to higher intrinsic, extrinsic and general job satisfaction, and perceived competence and service quality. And intrinsic job satisfaction mediated the positive effect of communication among staff on perceived service quality. Opposite to predicted communication between staff and clients was related to lower levels of job satisfaction. And cultural diversity was positively related to satisfaction, as well as perceived competence and service quality. The theoretical and practical implications of findings, as well as limitations and suggestions for future research were discussed

"Cantonese opera (CO) represents an art form that had its golden time in Macao during the mid-twentieth century. CO still has many loyal fans but they mainly are in the older generation. The purpose of this study was to explore if CO is considered a cultural capital heritage in Macao, related to cultural identity and transmitted across generations to support social bonding. Applying a qualitative methodology, a script for exploring participants’ experiences and opinions about CO was designed, and different groups of individuals were recruited for semi-structured interviews and focus groups. The data collected was analysed by a thematic analysis of the verbatim transcripts. Findings show that in the past first contacts with CO happened in family and related social context, mainly during participants’ developing age. However, currently CO is no longer passed on to the next generation. Despite that the young generations acknowledging their cultural identities in CO, mainly in terms of Cantonese culture and Cantonese language, older individuals engaged with CO seemed to perceive their cultural identities more in depth in its history, literacy and music. Actually, engagement is an important factor that generates social bonds. The CO leisure practitioners, no matter young or old, experienced the effects of social bonding during the ritual of enquiry in the process of learning and practising CO. To improve CO’s preservation in Macao, the adoption of strategies such as developing new productions, crossover with other media, innovations in promotion targeting the young audiences, and absorbing audiences in the Great Bay area were proposed. Finally, the potential use of CO as a tool in counselling and community work is discussed. "

The purpose of this study is to examine work engagement and mental well-being in Macau, specifically after more than three years of COVID. Examine whether external factors such as emotional support from supervisors, co-workers, and family members have a positive impact on work engagement and mental well-being, and whether the internal factor self-reflection with its three aspects of need for self-reflection, engagement in self-reflection, and insight from self-reflection moderates the relationship between emotional support, work engagement, and mental well-being. The target audience consists of Macau's integrated resort, hospitality, and gaming industry employees. According to the Affective Event Theory (AET), affective events at work generate emotional responses that influence the attitudes and behavior of employees in the workplace. In this study, this theoretical framework was used to clarify the interplay of variables that explain emotional support from supervisors, co-workers, and family members, work engagement, and mental well-being. An online self-response survey (N=325) was used to conduct quantitative and cross-sectional research. There was also a combination of simple random sampling, convenience sampling, and referral sampling. All variables were found to be correlated, and while perceived supervisor support was a significant predictor of all aspects of work engagement and mental well-being, family and co-worker support only predicted certain aspects of these variables. Self-reflection partially moderated the positive effects of certain emotional support on work engagement and mental well-being

The aim of this study is to investigate the influence of leadership styles and organizational cultures to employee’s organizational commitment under the pandemic situation in Macao. The dependent variables comprise of the three dimensions of organizational commitment. Among those three, affective commitment and continuance commitment are considered to be analyzed in this study. The leadership styles concept and organizational cultures are applied as the independent variables. The objectives are achieved using quantitative research method with questionnaires in Likert scale scores. The two significance reveals that laissez-faire leadership style had a positive relationship with continuance organizational commitment (H4) and innovative culture had a positive correlation with continuance organization commitment (H6). Such outcomes were extended to a qualitative study with qualitative approach on discourse analysis to explore the potential factor and a leadership discourse analysis was initiated. While the findings on influence of leadership and culture on organizational commitment is not a major concern for Macao employees in the pandemic situation, the significance of specific leadership style and culture rationalizes the transformation and status of Macao employees’ views towards leadership and employers’ perspective on organizational culture. The data collected in this study may also provide valuable resources for future study and training programs for the coming batch of employees in the coming new phase of Macao in entering the 2nd round of gaming licensing. Create the right leadership and culture for the organization to bring back the passion of Macao employees

"Parenting styles may have various effects on children’s development and educational outcomes, particularly a relationship with behavioral problems and academic achievement. This study examines the relationship of between parenting styles, behavioral problems and academic achievement. A cross-sectional and questionnaire-design (Parenting Style Scale (Saunders et al., 2013); Strength and Difficulties Questionnaire (Goodman & Goodman, 2009; Goodman, 1999; Goodman, 1997)) study was used with a sample total of 98 parents with the eldest child of the family aged between six to twelve. Results of the findings are mainly inconsistent with the majority of literature. Indulgent and authoritative parenting are the predominant parenting styles, yet parenting styles does not relate to academic achievement. On the other hand, the correlation between behavioral problems, specifically prosocial behaviors and academic achievement are moderate. Furthermore, there is no difference between the type of behavioral problems according to gender. In further studies, a larger sample size, teachers and students as informants, and the inclusion of the analysis of other factors that could be influencing parenting styles, behavioral problems and academic achievement are suggested to be considered. "

The aims of the present study are to investigate the level of work engagement of the inclusive teachers in Macau and what potential factors would contribute to the increase of their level of work engagement. In this research, the framework of the self-determination theory developed by Ryan and Deci in 2000 was partially employed. I suggested the inclusive teachers’ self-efficacy and perceived autonomy to act as the independent variables, while perceived organisational support was involved as the mediating variable. Quantitative method was applied in this study by using an online self-response questionnaire (N= 150). The stratified sampling strategy was applied as well in order to ensure the representativeness. No gender difference of work engagement level was found among Macau inclusive teachers. Positive correlations were found among all variables. Besides, perceived organisational support was expressing positive mediating effects on the relationships between independent and dependent variables under some specific circumstances. For example, the relationship between efficacy to use inclusive instructions and emotional and physical work engagement; the relationship between perceived autonomy and cognitive, emotional, and physical work engagement. Theoretical and practical implications for the non-tertiary schools and inclusive teachers can be found in this study. Future studies should be continued to investigate the limitations and suggestions of this field of research