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This purpose of this study is to examine the relationship between workplace fun, trust-in-management, employee satisfaction and whether the level of fun experienced at work moderates the effects.

Data were collected from a sample of 240 frontline staff in a large-scale retail store in Hong Kong.

The results show that trust-in-management mediates the relationship between workplace fun and employee job satisfaction. Additionally, employees who experience a high level of fun in the workplace have a greater effect on workplace fun, trust-in-management and job satisfaction.

The main limitation of this study is that it collects data from a self-reported single source in a cross-sectional survey design.

Because workplace fun helps organizations promote employee trust and job satisfaction, organizations should provide more enjoyable activities for employees to participate in.

This study provides a new insight into the effects of workplace fun on employees’ trust-in-management and job satisfaction.

The purpose of this study was to determine whether self-efficacy is a key mediator of the relationship between transformational leadership and volunteers' performance, based on intrinsic motivation theory. The study extended the literature on self-efficacy to transformational leadership in non-formal voluntary service education.

One hundred and seventy-eight scouts and scout leaders were sampled from a Hong Kong voluntary service organization that involved volunteers in the process of non-formal education.

Transformational leadership was positively associated with the volunteers' performance. In addition, self-efficacy mediated the relationship between transformational leadership and volunteers' performance.

The study thus yielded novel insights for management development into the relationship between transformational leadership and volunteers' performance, suggesting that self-efficacy mediates this relationship for volunteers in non-formal voluntary service education.

Using a multilevel model, this study examined how paternalistic leadership behaviors, including authoritarianism, morality and benevolence, influence followers' performance.

A sample of 556 leader–follower dyads from 66 groups in a manufacturing firm in China was collected for analysis. Descriptive statistics and multi-level regression analyses were used to analyze the data.

The results indicated that group efficacy mediates the relationship between authoritarian leadership and followers' performance and that self-efficacy mediates the relationship between benevolent leadership and followers' performance. In addition, the positive relationship between self-efficacy and followers' performance is weaker when followers exhibit higher levels of group efficacy.

The data were collected in a manufacturing firm in China, it is difficult to generalize the results to other settings.

Managers should use their abilities and skills to interpret which paternalistic leadership styles their followers prefer, so as to improve their performance.

This study developed a multilevel model to examine the mediating processes of group efficacy and self-efficacy in the effect of PL behaviors, including authoritarianism, benevolence and morality, on followers' performance.

The purpose of this paper is to examine the mediating role of perceived supervisory support (PSS) and the moderating role of psychological empowerment between benevolent leadership and subordinates’ objective performance (from appraisal report evaluated by immediate supervisors after a year) over time.

A sample of 312 employees in a manufacturing plant in the People’s Republic of China was collected. Descriptive statistics and linear regression analyses were used to analyze the data.

The results indicated that PSS mediated the relationship between benevolent leadership and subordinates’ objective performance. This positive relationship of benevolent leadership and subordinates’ performance was stronger when supervisors exhibited higher levels of psychological empowerment.

The main limitation of this study is that the sample was collected from the administrative staff of a manufacturing plant in China. The results may not be generalized in different contexts and professions, given the contextually and culturally specific setting.

Benevolent leadership appears to be effective in driving the work performance of subordinates.

The relationships among benevolent leadership, PSS, and work performance of subordinates have shown significant explanation.

The purpose of this paper is twofold: first, to examine the relationships between participative leadership and employees’ work engagement and job satisfaction; and second, to determine whether the level of fun experienced at work moderates the effect of participative leadership on job satisfaction.

The participants were 177 employees in a retailing store in Hong Kong. Hierarchical multiple regression was conducted with the control variables to ascertain the relationships among participative leadership, level of fun experienced at work, work engagement and job satisfaction.

The results indicated that participative leadership was positively related to employees’ work engagement and job satisfaction. Employees’ work engagement mediated the relationship between participative leadership and job satisfaction. This positive relationship between participative leadership and job satisfaction was stronger when employees had more fun at work.

The generalizability of the data was limited, as the characteristics of participants in a retail store are distinct from others in the service industry.

This paper’s findings imply that participative leaders can engage in role modeling by providing more fun workplace activities to employees, which will increase their work engagement and job satisfaction.

The findings help to explain the relationship between participative leadership and job satisfaction, provide a better understanding of leadership management styles and show that participative leaders who engage employees in fun activities in the workplace can increase employees’ job satisfaction.

The purpose of this paper is to examine the use of Honey and Mumford's Learning Styles Questionnaire (LSQ) in Macao.

A structured questionnaire survey was used to collect data from 135 undergraduate students at the Institute For Tourism Studies, Macao, and obtained scores for the four learning styles: activist, theorist, reflector, and pragmatist.

The findings indicated that students scored strong preferences in activist and reflector and attained moderate preferences in theorist and pragmatist. The findings also highlighted the differences in learning styles with respect to students' gender, programme, and the relationship with academic results.

The main implications of these findings are that the use of Learning Styles Questionnaire may help individual learners to identify their learning behaviours and determine their skills acquisition for industry.

This study identifies the importance of the use of Learning Styles Questionnaire and provides suggestions for teaching and learning in higher education.

The purpose of this study is to empirically examine the perceptions of the importance of the internet to human resource management (HRM) and to understand the existing human resource (HR) practices and needs of the internet to support HRM functions.

A structured questionnaire survey was used to collect data from selected public companies quoted on the Hong Kong Stock Exchange. Questionnaires were returned by 147 respondents and used for the analysis. The overall response rate was 29 percent, which was higher than expected.

The findings indicated that the most frequently cited internet‐supported HRM function in the existing literature is recruitment and selection. The results showed that there are no significant organization size differences or significant differences in internet connectivity as far as the perceived importance of the internet to HR practitioners is concerned. Specifically, helping managers to stay informed is the most important reason for adopting the internet for HR practitioners.

This study has proved that internet‐based HR offers enormous opportunities to improve organization performance. This paper introduces the reader to the potential use of the internet to support HRM.

The purpose of this paper is to examine the relationship among transformational leadership, pride in being a follower of the leader, and organizational commitment, as represented by affective and normative commitment.

Data were collected from two samples in Mainland China (Study 1 of 145 executive MBA students in one of the local universities located in Xian; Study 2 of 210 employees in a service-based private-owned company located in Shenzhen). Descriptive statistics and regression analyses, Sobel tests, and bootstrapping tests were used to analyze the data.

Both studies found that transformational leadership is positively related to pride in being a follower of the leader, and affective and normative commitment. Results indicated that pride in being a follower of the leader fully mediated the relationship between transformational leadership, affective and normative commitment.

The main limitation of this study is to collect data from a self-reported single source in a cross-sectional survey design. The findings are susceptible to problems of common method variance of the independent variable, mediator and dependent variables.

The findings assist managers to better understand the importance of getting the support of their followers. If the followers are pride in being a follower of their leader, they are more likely to be committed toward an organization.

This paper contributes to the existing literature by which pride in being a follower of the leader as a mediator between transformational leadership and organizational commitment in the Chinese context.

The purpose of this paper is to examine the mediating role of occupational safety and health (OSH) on the relationship between high performance human resource practices (HPHRP) and organizational performance.

The authors collected data from 227 human resource management professionals in Hong Kong, the People's Republic of China and used exploratory factor analysis and multiple regression for data analysis.

The results supported the construct validity of the preliminary measure of HPHRP with the inclusion of a measure on OSH. The mediating role of perceived safety climate in the relationship of HPHRP and organizational performance was also confirmed.

This research highlights the importance of OSH on HPHRP in Hong Kong organizations. Results explored that HPHRP positively influences organizational performance through the mediator of perceived safety climate.

This paper adds value by improving the understanding of the importance of OSH in human resource management in China. It reveals an important path, HRM managers' perceived safety climate, through which HPHRP is transmitted to organizational performance.

The purpose of this paper is to examine the relationship between servant leadership, subordinates' trust in leader and job satisfaction, and whether subordinates' organizational tenure moderated the effect.

A structured questionnaire survey was used to collect data by 218 employees in a service-oriented private firm in the People's Republic of China.

The findings indicated that trust in leader mediated the relationship between servant leadership and subordinates' job satisfaction. Also, the positive effect of servant leadership on subordinates' trust in leader and job satisfaction was stronger for short-tenure subordinates than that for long-tenure subordinates.

This paper enriches the existing leadership literature and contributes to the research into how and why servant leadership may influence subordinates' attitudes.