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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
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"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. "
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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
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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