Underpinned by the growing recognition of influence processes or a careerist orientation in the determination of career success, this study examined the effect of career-oriented mentoring, ingratiation and their interaction term on the career success measures of salary, number of promotions received and career satisfaction. Data were obtained through structured questionnaires from graduate employees ("N"= 432) working full-time in Hong Kong. Results of the ordinary least-squares regression analyses revealed a non-significant effect of career-oriented mentoring, ingratiation and their interaction term on salary. Career-oriented mentoring was, however, significantly positively related to number of promotions received and career satisfaction. Although the results reinforced the dominance of the traditional determinants of career success, the significant effect of career-oriented mentoring on two of the career success measures may help to paint a more realistic picture of the process of career success in organizations. Limitations of the study, directions for future research and implications of the findings are discussed. Copyright 1996 Basil Blackwell Ltd.

This study examined the influence of family-responsive variables and the moderating influence of gender on the retention-relevant outcomes of organizational commitment and turnover intentions. Data were obtained with the aid of structured questionnaires from employed parents (N = 228) in a human service authority in Hong Kong. Results of regression analysis revealed that satisfaction with work schedule flexibility and supervisor work-family support were related to both retention-relevant outcomes. Contrary to our prediction, gender did not moderate the influence of any of the family-responsive variables on the retention-relevant outcomes. Limitations of the study, directions for future research and implications of the findings for enhancing the effectiveness of family-responsive human resource policies are discussed.

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2001),"The tug of work and family: Direct and indirect domain-specific determinants of work-family conflict", Personnel Review, Vol. 30 Iss 5 pp. 502-522 http://dx.doi.org/10.1108/EUM0000000005936 Access to this document was granted through an Emerald subscription provided by 277069 [] For AuthorsIf you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractThis study examined the kinds of work-family conflict experienced by female married professionals with children in Hong Kong and the coping strategies they had adopted.

Expatriate selection is considerably more difficult than the selection of personnel for a domestic position. Unfortunately, this is often not realised by companies involved in international personnel selection. Typically, companies look at the technical competence of the individual and that's all. Human relations skills, understanding of host country culture, ability to adapt and language skills are ignored or treated as relatively minor issues. Yet, research suggests that the most important items that make for success in an expatriate assignment are human relations skills, an understanding of host country culture and an ability to adapt (Robinson 1979). Technical competence is way down on the list of required qualities. According to some expert opinion “failure of assignments… in up to 80% of cases is due to personal adjustment rather than a lack of technical skills” (Holmes and Piker 1980).