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The unethical practices of quantity surveyors (QSs) are affecting quality of construction projects, leading to projects’ time and cost overruns. However, the unethical practices of QSs specifically from contractor and consultant firms are currently understudied. Therefore, this research aims to investigate and categorize the unethical practices of QSs.

A questionnaire survey was employed and distributed to the QSs who work in the contractor and consultant firms. Ninety-five responses were analyzed using Mann–Whitney U-test, factor analysis and partial least square-structural equation modeling (PLS-SEM).

The findings unveiled disparity between the QSs who work in the consultant and contractor firms, as evidenced by 16 out of the 33 practices displaying statistical significance. The factor analysis results grouped 24 practices into seven components. The PLS-SEM analysis revealed that “contractors ‘collusion and consultants’ biased tender evaluation” had the most significant impact on the perceptions of ethical standards’ declination.

The findings could serve as guideline for the management of consultant and contractor firms with QSs for better management procedures to avoid any intentionally or unintentionally unethical practices that may impact negatively on projects’ time, cost and quality.

This is one of the first studies investigating the perspectives of QSs from the contractors and consultancy firms’ perspective by employing factor analysis and PLS-SEM. The findings could contribute to the body of knowledge in tackling the ethical transgressions specifically related to contractors’ or consultants’ QSs.

This article was based on the information from The 5th International Conference of Institutes and Libraries for Chinese Overseas Studies held in the University of British Columbia in Vancouver, BC, Canada in which the author was a presenter in session 4.2.9a of the Early life of Yuan Shikai and the formation of Yuan family. The paper aims to include comprehensive analysis and development of the history of Chinese migration. An annotated bibliography of suggested readings was offered to highlight the subject knowledge for further research in this area.

The paper includes comprehensive analysis and development of the history of Chinese migration and the experiences and family histories of overseas Chinese in Canada. An annotated bibliography of suggested readings was offered to highlight the subject knowledge for further research in this area.

The paper offers full description and comprehensive analysis of the history of Chinese migration and overseas Chinese studies in Canada. A bbibliography of suggested readings was offered for further research in this area.

This research study has a strong subject focus on Chinese migration, overseas Chinese studies, and resource-sharing in the subject area. It is a specific field for research in Asian studies.

The result of this study will assist students, researchers, and the general public in the area of overseas Chinese studies and developing their interests in the social and historical value of Chinese migration history and resource-sharing in the area.

Very little research has been done in the area of Chinese migration and historical development. The paper would offer historians, sociologists, ethnologists, librarians, administrations, professors, as well as students in the fields of Asian history, anthropology, sociology, political science, geography, and other Asian-related interdisciplinary studies.

The purpose of this paper is to explore the emergence of civil disobedience (CD) movements in Hong Kong in the context of the notion of civil society (CS).

The paper begins by rigorously defining the notion of CD, as well as the concept of CS and tracing its development in Hong Kong over the past several decades. By using a model of CS typology, which combines the variables of state control and a society’s quest for autonomy (SQA), the paper aims to outline the historical development of CD movements in Hong Kong. It also discusses the recent evolution of CS and its relationship with CD movements, particularly focusing on their development since Leung Chun-ying became the Chief Executive in 2012. Finally, by using five cases of CD witnessed in the past several decades, the relationship between the development of CS and the emergence of CD in Hong Kong has been outlined.

Four implications can be concluded: first, CD cannot emerge when the state and society are isolated. Second, the level of SC and the scale of CD are positively related. Third, as an historical trend, the development of SQA is generally in linear progress; SQA starts from a low level (e.g. interest-based and welfare-based aims) and moves upwards to campaign for higher goals of civil and political autonomy. If the lower level of SQA is not satisfied, it can lead to larger scale CD in future. Fourth, the CD movement would be largest in scale when the state-society relationship confrontational and when major cleavages can be found within CS itself.

This paper serves to enrich knowledge in the fields of politics and sociology.

The purpose of this paper is to investigate how employees’ perceptions of workplace ostracism might reduce their job performance, as well as how the negative workplace ostracism–job performance relationship might be buffered by their self-efficacy. It also considers how this buffering role of self-efficacy might vary according to employees’ job level.

Quantitative data came from a survey of employees and their supervisors in Pakistani organizations.

Workplace ostracism relates negatively to job performance, but this relationship is weaker at higher levels of self-efficacy. The buffering role of self-efficacy is particularly strong among employees at higher job levels.

Organizations that cannot prevent some of their employees from feeling excluded by other members can counter the related threat of underperformance by promoting employees’ confidence in their own skills and competencies. This measure is particularly useful among higher-ranking employees.

This study provides a more complete understanding of the circumstances in which workplace ostracism is less likely to diminish employees’ job performance, by specifying the concurrent influences of workplace ostracism, self-efficacy and job level.