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Despite the ongoing global financial crisis, there is an increasing deployment of migrant workers across the globe, and in Hong Kong the foreign domestic worker occupies a ubiquitous presence in the lives of many families. Seven domestic workers from Indonesia, the Philippines, and Thailand were interviewed to gain insight into their role in providing education and care for children in Hong Kong. This exploratory study focuses on the educational and care aspects of the work of foreign domestic workers. It considers the nature of their work and their relationship with the mother of the family. Findings reveal the difficulties of maintaining coordinated education and care of children in a culture where the dynamics of the unequal power relations are clearly demarcated. We raise new possibilities for interdisciplinary work to re-theorise the ways in which foreign domestic workers act as educators of young children and we call for new methodologies to enable their potential. [ABSTRACT FROM PUBLISHER]

A scarlet fever outbreak occurred in Hong Kong in 2011. The majority of cases resulted in the isolation of Streptococcus pyogenes emm12 with multiple antibiotic resistances. Phylogenetic analysis of 22 emm12 scarlet fever outbreak isolates, 7 temporally and geographically matched emm12 non–scarlet fever isolates, and 18 emm12 strains isolated during 2005–2010 indicated the outbreak was multiclonal. Genome sequencing of 2 nonclonal scarlet fever isolates (HKU16 and HKU30), coupled with diagnostic polymerase chain reaction assays, identified 2 mobile genetic elements distributed across the major lineages: a 64.9-kb integrative and conjugative element encoding tetracycline and macrolide resistance and a 46.4-kb prophage encoding superantigens SSA and SpeC and the DNase Spd1. Phenotypic comparison of HKU16 and HKU30 with the S. pyogenes M1T1 strain 5448 revealed that HKU16 displays increased adherence to HEp-2 human epithelial cells, whereas HKU16, HKU30, and 5448 exhibit equivalent resistance to neutrophils and virulence in a humanized plasminogen murine model. However, in contrast to M1T1, the virulence of HKU16 and HKU30 was not associated with covRS mutation. The multiclonal nature of the emm12 scarlet fever isolates suggests that factors such as mobile genetic elements, environmental factors, and host immune status may have contributed to the 2011 scarlet fever outbreak. [ABSTRACT FROM PUBLISHER]

The construction industry has been recognized as a stressful industry, and a great deal of stress is placed on various construction professionals (CPs). However, due to the different 'values' among CPs in Hong Kong, susceptibility to stressors varies from individual to individual. People who grow up and live in different cultural environments have different values and this leads to different perceptions of stressors. This study aims to investigate the impact of Chinese values on the stressors of CPs in Hong Kong, one of the main cities in China. To achieve this aim, factor analysis, Pearson correlation analysis, and structural equation modeling were applied based on the survey data collected from CPs in Hong Kong. Four types of Chinese values and eight stressors are identified. The results reveal that: (1) social conventions value alleviate role ambiguity and poor workgroup relationship; (2) value of disciplined work ethos triggers work overload, although it alleviate poor workgroup relationship and work underload; (3) value of conservative personality alleviates work overload; (4) interpersonal integration value has indirect impacts on the various stressors; and (5) the objective poor working environment stressor has significant impact on the poor workgroup relationships and role ambiguity of individual CPs. [ABSTRACT FROM AUTHOR]

Construction workers (CWs) are the key and indispensable contributors to every construction project. Their psychological feelings greatly influence their behaviors and safety performance. To improve CWs' safety performance in dangerous working environment, the current research aims to identify the various stressors affecting two types of stress of CWs (i.e., job stress and emotional stress) and to explore the impacts of the two types of stress on CW injury incidents in Hong Kong. Eleven stressors were identified through factor analysis: work overload, role ambiguity, lack of autonomy, unfair reward and treatment, appropriate safety equipment, optimism, interrole conflict, poor workgroup relationship, lack of feedback, poor physical environment, and unsafe environment. The results of correlation and regression analyses reveal that (1) among the two types of stress identified, injury incident of CWs was found to be affected by emotional stress only, (2) emotional stress is predicted by work overload, interrole conflict, poor physical environment, unfair reward and treatment, and appropriate safety equipments, and (3) poor workgroup relationship, work overload, and interrole conflict predict job stress of CWs. Based on the result, various recommendations are suggested to employers on how to minimize CW injury incidents. [ABSTRACT FROM AUTHOR]

This paper addresses the issue of cultural adaptations and diffusion for managerial strategies in host societies to which work enterprises are not indigenous in terms of their capital and management or either. With illustrations drawn from a series of case-studies of work organisations in Hong Kong managed respectively by Chinese, British and Japanese capital, there was an appearance of support for the thesis of ‘cultural’ determinism and its implications for strategical adaptations in work organisations. The implication was drawn that the Oriental nexus of altruism, trust and subtlety could be rooted in the more laudible and perhaps global influence of Confucianism. Some subsequent issues are raised. First, the problem of cultural adaptation is not specific to multinationals or foreign firms visiting from outside but also applies where the management and their ethic background are not indigenous. The other issue is the extent of cultural adaptation within work organisations, as determined by the degree of affinity with a common mother culture. The paper suggests that a common denominating mother culture can serve a strategical starting point to bring about intra-organisational and organisation-society link and harmony. [ABSTRACT FROM AUTHOR]