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"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. "
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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
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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
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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