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Although an increasing number of studies is being performed in the field of service management, less work is being done on an integrated framework of service quality and product quality, especially that supported with evidence from developing countries. As a result, little is known about the distinction between service quality and product quality, their respective antecedents, and their distinctive contributions to performance in service industries in the developing world. Generalization of related findings from developed countries is not necessarily appropriate. Unlike most related studies that are based on evidence from developed countries, focuses attention on the distinction between, and respective antecedents of, service quality and product quality in the Chinese context. Gives much emphasis to the importance of a positive bank reputation. The findings are based on structural equation models developed by AMOS.

This paper reports the development of the Hong Kong consumer satisfaction index (HKCSI) – a new type of consumer‐oriented economic performance indicator representing the quality of products (commodities and services) sold in Hong Kong as evaluated by Hong Kong consumers – as well as the findings of HKCSI from 1998 to 2000, each year with more than 10,000 successful telephone interviews on about 60 products. According to Hong Kong's special economic structure, the HKCSI is constructed from a consumption point of view concentrating on products and the products’ consumers, rather than from the popular production point of view focusing on firms and the firms’ customers. Key features of HKCSI include: the direct introduction of consumer characteristics (such as age, education, and income) in model construction; the wide coverage of services, especially free services; and the adoption of a product weighting system based on consumer price index (CPI), not on gross domestic product (GDP). In this paper, a theoretical framework of consumer satisfaction is first presented after investigating the relevant literature, and then the large‐scale consumer survey scheme adopted to collect the data and the structural equation modeling technique employed to estimate the indexes are discussed. New considerations in the HKCSI in such areas as model structure, indicator and questionnaire design, and product classification are elaborated upon. Next, the estimated results are analyzed focusing on the reliability and validity of the model, on the relationships among consumer satisfaction and its antecedents and consequences, and especially on the effects of consumer characteristics on consumer satisfaction and the implications of such effects for marketing practice. The results are generally consistent across different products, broadly acceptable and in agreement with previous findings, and are also relevant to Hong Kong's special situation. The paper concludes with a summary and some remarks on problems in the present study and future research directions.

Presents a special issue, enlisting the help of the author’s students and colleagues, focusing on age, sex, colour and disability discrimination in America. Breaks the evidence down into manageable chunks, covering: age discrimination in the workplace; discrimination against African‐Americans; sex discrimination in the workplace; same sex sexual harassment; how to investigate and prove disability discrimination; sexual harassment in the military; when the main US job‐discrimination law applies to small companies; how to investigate and prove racial discrimination; developments concerning race discrimination in the workplace; developments concerning the Equal Pay Act; developments concerning discrimination against workers with HIV or AIDS; developments concerning discrimination based on refusal of family care leave; developments concerning discrimination against gay or lesbian employees; developments concerning discrimination based on colour; how to investigate and prove discrimination concerning based on colour; developments concerning the Equal Pay Act; using statistics in employment discrimination cases; race discrimination in the workplace; developments concerning gender discrimination in the workplace; discrimination in Japanese organizations in America; discrimination in the entertainment industry; discrimination in the utility industry; understanding and effectively managing national origin discrimination; how to investigate and prove hiring discrimination based on colour; and, finally, how to investigate sexual harassment in the workplace.

This study aims to establish customer service factors for wellness tourism from both service providers and customer perspectives, and to determine whether gender and age factors affect older tourist opinions of customer service.

The authors interviewed 13 experts in the hot spring hotel industry and more than 469 hot spring hotel visitors who are over 50 years of age. Content validity and homogeneity reliability as proposed by Aiken were used to confirm customer service factors. This study uses the verbal-linguistic evaluation to assess customer service factors and each service item associated with these factors.

Eight crucial customer service factors, from high to low, are personnel services, environments, healthy diet, relaxation, health promotion treatments, experience of unique tourism resources, social activities, and mental learning.

This study implicated allocation and management of input resources as the service factors that are used for determining the preferences of older consumers in wellness tourism.

Numerous countries are currently facing an aging population and market opportunities for wellness tourism are popular with the tourism industry. Studies show that enhanced customer service increases competitive advantage in the tourism industry. However, customer service differs from what customers prefer. For this study, the authors compiled the viewpoints of older consumers, hotel personnel, and expert opinions in the hotel industry to identify customer-service factors in wellness tourism. The analytical results of this study suggest that hot spring hotels in Taiwan can focus on critical customer-service items, resource management, and resource allocation.

This paper aims to investigate the Chinese employment relationship under the framework of psychological contracts. The authors explored the effects of firm ownership (in terms of state-owned and private enterprises) and employment type (in terms of permanent and temporary employees) on employee perceptions of psychological contract. In addition, the associations between fulfilled psychological contract and various dimensions of employee attitudes were examined.

The authors adopted a questionnaire as the primary instrument to investigate the impact of firm ownership and employment type on psychological contract perceptions and outcomes. The analysis was based on a Chinese sample of a size of 363 employees.

The results indicate that state-owned employees overall reported fewer promises (employer under-obligation promised psychological contract), while private employees tended to have more promises (mutual high obligation, employer over-obligation and quasi-spot obligation promise-based psychological contract). Permanent employees reported high fulfillment (employer over-obligation, mutual high obligation and employer under-obligation fulfilled psychological contract). In contrast, temporary employees presented many promises (mutual high obligation promised psychological contract) and low fulfillment (quasi-spot fulfilled psychological contract). In general, firm ownership had weak effects on permanent and temporary employees’ perceptions of promise-based psychological contract, but no significant influence on fulfillment-based psychological contract. Moreover, psychological contract fulfillment was positively related to employees’ fairness perception and job satisfaction, while negatively related to the intention to quit. The authors failed to find comprehensive statistical support for the moderating effects of firm ownership or employment type.

The study contributes to the literature through a number of ways. First, instead of psychological contract breach, the authors use psychological contract fulfillment as a direct measure to examine the relationship between psychological contract and employees’ attitudes. Second, they investigate the effects of firm ownership on employment relationship under the psychological contract framework, enriching the institutional lens of the issue. Third, while majority of psychological contract studies concerning employment type concentrate on either permanent or temporary employees, the authors take both types into account. Fourth, they integrate perspectives of firm ownership and employment type. Finally, the authors perform the study in the Chinese context, which offers extra evidence to the body of psychological contract literature.