Dr VYAS, Lina   
Associate Professor
Department of Asian and Policy Studies
Phone No: (852) 2948 7115
Email: vyaslina@eduhk.hk
Contact
ORCiD
0000-0003-4377-2572
Phone
(852) 2948 7115
Email
vyaslina@eduhk.hk
Address
10 Lo Ping Road, Tai Po, New Territories, Hong Kong
Website
https://pappl.eduhk.hk/rich/web/person.xhtml?pid=159303&name=VYAS, Lina
Research Interest
  • Human Resource Management
  • Public and Social Policy Analysis
  • Public Administration and Management
Teaching Interest
  • Human Resource Management
  • International Public Management
  • Organizational Behaviour and Development
  • Project Appraisal and Impact Analysis
Personal Profile

Dr. Lina Vyas is an Associate Professor with the Department of Asian and Policy Studies (APS) of the Faculty of Liberal Arts and Social Sciences (FLASS) at The Education University of Hong Kong (EdUHK). She is currently the Programme Leader of the Master of Public Policy and Management (MPPM) Programme. Dr. Vyas obtained her PhD from the Department of Public and Social Administration at the City University, Hong Kong in 2002 and subsequently worked in the Department on various research projects before being appointed as Lecturer.


Dr. Vyas teaching and research interests are concerned with Public Sector Management, Human Resource Management, and pedagogical issues associated with the improvement and advancement of student learning.

Dr. Vyas has published articles in leading international journals, including Public Management Review, International Journal of Human Resource Management, International Social Work, and Public Personnel Management.

Research Interest
  • Human Resource Management
  • Public and Social Policy Analysis
  • Public Administration and Management
Teaching Interest
  • Human Resource Management
  • International Public Management
  • Organizational Behaviour and Development
  • Project Appraisal and Impact Analysis
Selected Output
Scholarly Books, Monographs and Chapters
Research book or monograph (author)
Huque, A. S., & Vyas, L. (2017). Public Service in a Globalized World Central :Training Institutes in India and Hong Kong (1st edition). London: Routledge
Chapter in an edited book (author)
Vyas, L., & Butakhieo, N. (2021). COVID-19 and Work from Home Arrangement in Hong Kong: Implications and Challenges. In A. Farazmand (Ed.), Global Encyclopedia of Public Administration, Public Policy, and Governance (online). Cham, Switzerland: Springer, Cham
Vyas, L., & Wu, A.M. (2020). Features of Corruption and Anti-corruption Work in China and India. In A. Graycar (Ed.), Handbook on Corruption, Ethics and Integrity in Public Administration (pp. 227-242). UK: Edward Elgar Publishing Ltd.
Vyas, L. (2019). Work-Life Balance Among Ethnic Minorities: A Case Study of Hong Kong (doi:10.1007/978-3-319-31816-5). In A. Farazmand (Ed.), Global Encyclopedia of Public Administration, Public Policy, and Governance (83). Cham: Springer, Cham
Vyas, L. (2018). Contract management: Perspectives of bureaucrats and contractors in Hong Kong. In A. Farazmand (Ed.), Global encyclopedia of public administration, public policy, and governance. Springer Doi:10.1007/978-3-319-31816-5_3432-1.
Vyas, L. (2017). Gaps and Transparency Challenges in Contract Outsourcing. In A. Farazmand (Ed.), Global Encyclopedia of Public Administration, Public Policy, and Governance (1-7). Switzerland: Springer International Publishing
Vyas, L. (2016). Employee-Friendly Practices: Fashionable, Flexible, and Fickle. In A. Farazmand (Ed.), Global Encyclopedia of Public Administration, Public Policy, and Governance (1-5). Switzerland: Springer International Publishing
Vyas, L. (2016). Outsourcing of Human Resource Management. In A. Farazmand (Ed.), Global Encyclopedia of Public Administration, Public Policy, and Governance (1-6). Switzerland: Springer International Publishing
Vyas, L. (2016). The “Re-invention” of the Public Sector Training. In A. Farazmand (Ed.), Global Encyclopedia of Public Administration, Public Policy, and Governance (1-6). Switzerland: Springer International Publishing
Vyas, L. (2015). An entrepreneurial approach to human resource management in the public sector: Perspectives from Hong Kong, Malaysia, and Thailand. In S. Sindakis, & C. Walter (Eds.), Entrepreneurial rise in South-East Asia: The quadruple helix influence on technological innovation (159-181). Palgrave Macmillan Doi:10.1057/9781137373809_8.
Vyas, L. (2015). An entrepreneurial approach to human resource management in the public sector: Perspectives from Hong Kong, Malaysia, and Thailand. In S. Sindakis, & C. Walter (Eds.), The Entrepreneurial Rise in Southeast Asia: The Quadruple Helix Influence on Technological Innovation (159-181). New York: Palgrave MacMillan
Vyas,L. (2014). An Enterpreneurial Apporach to Human Resource Management in the Public Sector: Perspectives from Hong Kong,Malaysia, and Thailand. In S. Sindakis, & C. Walter (Eds.), Enterpreneurial Rise in South-East Asia: The Quadruple Helix Influence on Technilogical Innovation,Palgrave MacMilan Publications:New York (30-50). New York: Palgrave MacMilan Publications
Huque, A. S., & Vyas, L. (2009). Evaluation of Public Service Training in India: Providers, Consumers, and Outcome. In A. Farazmand (Ed.), Bureaucracy and Administration (449-463). USA: Taylor & Francis
Vyas, L. (2009). Coping with Enhanced Administration: Estimating the Effectiveness of Public Service Training in Hong Kong. In A. Farazmand (Ed.), Bureaucracy and Administration (433-447). USA: Taylor & Francis
Edited book (editor)
In A. Farazmand (Ed.) (2018). Vyas, L. - Section Editor: Public Administration and Public Policy in Hong Kong. Switzerland: Springer International Publishing

Journal Publications
Publication in refereed journal
Vyas, L. (2022). “New normal” at work in a post-COVID world: Work–life balance and labor markets. Policy and Society, 41(1), 155-167 Doi:10.1093/polsoc/puab011.
Vyas, L. (2021). Ethnic minorities in Hong Kong: Assessing current working conditions and avenues for integration. International Journal of Public Administration, Ahead of print, 1-12 Doi:10.1080/01900692.2021.1993907.
Lau, Y. Y., Tang, Y. M., Chau, K. Y., Vyas, L., Sandoval-Hernandez, A., & Wong, S. (2021). COVID-19 crisis: Exploring community of inquiry in online learning for sub-degree students. Frontiers in Psychology, 12, 1- 14 Doi:10.3389/fpsyg.2021.679197.
Vyas, L., & Butakhieo, N. (2021). The Impact of Working from Home During COVID-19 on Work and Life Domains: An Exploratory Study on Hong Kong. Policy Design and Practice, 4(1), 59-76
Vyas, L., & Wu, A.F. (2020). Anti-Corruption Policy: China’s Tiger Hunt and India’s Demonetization. International Journal of Public Administration, 43 (11), 1000-1011
Wu, A.M., Yan, Y., & Vyas, L. (2020). Public Sector Innovation, e-Government, and Anticorruption in China and India: Insights from Civil Servants. Australian Journal of Public Administration, 79 (3), 370-385
Yu, B., Vyas, L., & Wright E.T.M. (2020). Cross-cultural transitions in a bilingual context: The interplays between bilingual, individual and interpersonal factors and adaptation. Journal of Multilingual and Multicultural Development, 41(7), 600-619 Doi:10.1080/01434632.2019.1623224.
Vyas, L. & Yu, B. (2018). An investigation into the academic acculturation experiences of Mainland Chinese students in Hong Kong. Higher Education, 76(5), 883-901 Doi:10.1007/s10734-018-0248-z.
Higgins, P., & Vyas, L. (2018). The policies, practices and predicaments of senior employment in Hong Kong and Singapore. Ageing and Society, 38(8), 1715-1739 Doi:10.1017/S0144686X17000307.
Vyas, L. (2017). Customization in Civil Service Training: Implications for Outsourcing Human Resources Management (doi: 10.1080/01900692.2017.1390764). International Journal of Public Administration, Retrieved from https://www.tandfonline.com/doi/full/10.1080/01900692.2017.1390764, online publication, 1-14
Vyas, L., Hayllar, M., & Wu, Y. (2017). Bridging the Gap: Contractor and Bureaucrat Conceptions of Contract Management in Outsourcing (doi: 10.1007/s11115-017-0385-3). Public Organization Review, Retrieved from https://link.springer.com/article/10.1007%2Fs11115-017-0385-3, online publication, 1-27
Lee, S.Y., Vyas, L. & Chou, K.L. (2017). Welcoming Immigrants with Similar Occupational Interests: Experimental Survey Evidence from Hong Kong. Political Studies, 65(2), 391-412
Vyas, L & Zhu, Y. (2017). Centralisation, decentralisation and outsourcing of civil service training: Hong Kong, Singapore and United Kingdom experience in comparative perspective. Asia Pacific Journal of Public Administration, 38, 1-15
Vyas, L. (2016). Contract management from the perspectives of bureaucrats and contractors: A case study of Hong Kong. International Journal of Public Administration, 39(10), 744-757
Vyas Lina (2016). Human resource management (HRM) outsourcing in the Asian public sector – a probe into the achievability and consequences in Hong Kong, Malaysia, and Thailand. Journal of Asian Public Policy, 9(3), 308-345
Vyas, L., Lee, S.Y. & Chou, K.L. (2016). Utilization of family friendly policies in Hong Kong. The International Journal of Human Resource Management, Online First, 1-23
Vyas, L. (2015). Convergence or divergence? - trainees’ and trainers’ perceptions of the customization and effectiveness of public service training. Journal of Asian Public Policy, 8, 149-177
Ma, A., Wong, K.L., Tou, A.Y.I., Vyas, L., & Wilks, J. (2015). CPR knowledge and attitudes among high school students aged 15-16 in Hong Kong. Hong Kong Journal of Emergency Medicine, 22(1), 1-13
Vyas, L., Jung, C.S., & Huque, A. S. (2013). Challenges for public service capacity and the role of public employee training as a moderator in India. Public Management Review, 15, 1116-1136
Vyas, L. (2013). “Who guards the guardians?"- Ethics in Hong Kong Civil Services. Indian Journal of Public Administration, LVIX No. 3, 573-594
Vyas, L. (2013). Role of civil services in ethical governance: Hong Kong civil services. Indian Journal of Public Administration, 59(3), 573-594 Doi:10.1177/0019556120130314.
Vyas, L. & Luk, S. (2012). The Protruding Implications of Privatization: Attractive Potentials Leading to Catastrophic Consequences. Journal of Asian Public Policy, 5, 322-332
Vyas, L. (2012). India's Confrontation with Potential building of the Public Service. Indian Journal of Public Administration, LVIII, 435-450
Vyas, L & Luk, S. (2011). “Frazzled Care for Caregivers in Hong Kong: Job Stress Circumstances and Consequences on Employees”. International Social Work,, 54, 832-851
Vyas, L. (2010). “Decentralization and ‘Consumerization’ of the Training Function: The ‘Re-invention’ of the Central Training Institute of Hong Kong”. International Journal of Public Administration, 33, 710-727
Vyas, L. (2010). “Balancing Outlook: Assessment of Public Service Training in Hong Kong by Providers and Clients”. Public Personnel Management, 39, 149-167

Conference Papers
Refereed conference paper
Vyas, L. (2022, 6). Advancing work- and family- associated outcomes for employees of small and medium enterprises in Hong Kong: A study on workplace supervisor support with smartphone-based and capacity-building interventions. Paper presented at the 17th Annual International Symposium on Economic Theory, Policy and Applications, Athens, Greece and virtual conference
Vyas, L. & Butakhieo, N. (2022, 4). Remote working and work-life balance of employees in Hong Kong: Basis for policy direction. Paper presented at The International Research Society for Public Management 2022 conference (IRSPM 2022 conference), Virtual Conference
Rawat, S., Yan, Y., Wu, A.M., & Vyas, L. (2021, 8). When Public Administration Education Switches Online: Student Perceptions during COVID-19. Paper presented at the 2021 Annual Conference of the European Group for Public Administration (EGPA), Virtual Conference
Yan, Y., & Vyas, L. (2020, 11). Policies for Effective Online Education Engagement: Perspectives from Instructors and Learners Under the COVID-19 Episode. Paper presented at APPAM 42nd Annual Fall Research Conference, Virtual Conference
Vyas, L. (2019, 10). Reassessing Work-life balance Debates: Limited understanding of ethnic minority experience. Paper presented at The Third International Conference on Natural Resource Management and Public Policy, Huanzhong Agricultural University, Wuhan, China
Vyas, L. (2019, 10). Work-life balance among ethnic minorities: A case study of Hong Kong. Paper presented at The 6th Social Policy and Governance Innovation Conference, Lingnan University, Hong Kong
Vyas, L. (2019, 7). Work-Life Balance as a Work Motivator among Ethnic Minorities: A case study of Hong Kong. Paper presented at The 14th Annual International Symposium on Economic Theory, Policy and Applications, Athens Institute for Education and Research, Athens, Greece
Vyas, L. & Wu, A.M. (2019, 3). A New-Institutional Perspective on Anti-Corruption Policy: China’s Tiger Hunt and India’s Demonetization Compared. Paper presented at American Society for Public Administration (ASPA), Washington, DC
Vyas, L., & Chou, K.L. (2018, 3). Organizational Family Support Role in Advancing, Redesigning, Rationalizing, or Amending Family-Friendly Policies. Paper presented at the 6th International Conference on Business and Social Science (2018 ICBASS), Kyoto, Japan
Vyas, L. & Chou, K.-l. (2016, 11). Supervisor support’s impact on family friendly policies. Paper presented at the Fourth International Conference on Social Policy and Governance Innovation: Innovation in Social Service Delivery
Other conference paper
Cheung, C. K. K., & Vyas, V. (2016, 4). Utilization of family-friendly policies in Hong Kong: Application of the Andersen model.

All Other Outputs
Review of books or of software
Vyas, L. (2016). Review of the book Governing civil service pay in China. Governance (452-453). Doi:10.1111/gove.12219.

Project
Gender and Work-family Conflict Gaps in Hong Kong: Theory, Relationships, and the Impact of Family-Friendly Policies
..
Project Start Year: 2021, Principal Investigator(s): VYAS, Lina null
 
The Impact of COVID-19 and Working from Home on Family Friendly Policies: Case of Hong Kong
..
Project Start Year: 2020, Principal Investigator(s): VYAS, Lina
 
Policies for Effective Online Education Engagement: Perspectives from Instructors and Learners under the COVID-19 Episode
How can higher education institutions promote online education effectively? While education technology literature has offered various pedagogical prescriptions, inadequate attention has been paid to the individual-level factors that facilitate or prevent participant engagement, such as their e-readiness, work style, and work-life balance. Using data from a unique online survey of teachers and students in the three sites of Hong Kong, London and Singapore, this paper seeks to explore the ongoing experience of online education under the COVID-19 episode in a comprehensive manner that covers both perspectives of instructors and learners. It seeks to understand what kind of university-level support is available and how they are received by respondents, which offers timely insights as an unprecedented number of universities around the world are being pushed to embrace online education. Preliminary results suggest that while technological support is necessary, it needs to be supplemented by other policy instruments, such as flexible deadline and assessments or wellbeing and distressing advice, so as to help tackle the challenge of balancing teaching/learning with caring responsibilities while working/studying from home.
Project Start Year: 2020, Principal Investigator(s): VYAS, Lina
 
Advancing Job-and Health-associated Outcomes for Employees of Small and Medium Enterprises in Hong Kong: A Study on Workplace Supervisor Support with Smartphone-based and Capacity-building Interventions
Dual-income families are becoming very common in post-industrial cities such as Hong Kong. This, however, causes tension between working parents due to demands for resources from two competing domains: job and family. The local working population reported work-family conflicts between their jobs and family life (Hang-yue, et.al. 2005). Providing family-friendly programs (FFPs) is thus a crucial policy in modern-day human resource management for reducing work-family conflicts.
Empirical studies highlight how supervisor support for subordinates’ work-life balance (i.e. supervisor flexibility and supervisor sensitivity) is directly associated with lower levels of work-family interference; and how workplace interventions (e.g. alternative work arrangements; perceived flexibility) have to be implemented alongside supervisor support to achieve desired outcomes (Julien, 2007; Kelly et al., 2014; Bagger and Li, 2014). A family-supportive work environment features family-supportive policies and supervisors. It encourages organizational efforts towards balancing work and family responsibilities (Poelmans, 2005). Therefore, in reducing family-work conflict, the supervisors are key targets for interventions.
However, most relevant studies focus on the United States; there is none yet in Asian perspectives. Likewise, almost none of these studies have capitalized the benefits of big data and communication technology to enable efficient data collection, real-time analysis and effective stakeholder interaction. Using a cluster-randomized experiment design and a process of smartphone application development, this study evaluates the impact of supervisor training interventions on their subordinates’ job- and health-related outcomes in small and medium enterprises (SMEs) based in Hong Kong using ecological momentary assessment.
The study proposes a 6-month randomized controlled trial (RCT) intervention. Using a 2x2 factorial design, 480 supervisors will be randomly clustered into f
Project Start Year: 2019, Principal Investigator(s): VYAS, Lina null
 
Leadership Style of Principals and Work-Life Conflict/Enhancement of Teachers in Primary and Secondary Schools
The overall objective of this proposed study is to systematically investigate the role of the principals’ leadership style in the teachers’ experienced work- family conflicts and work-life enrichment. In the context of different leadership styles, work-related outcomes of the teachers will be examined, including their on-the-job behaviors, teaching performance, work attitudes, and collegial relations. The research team will recruit 50 primary or secondary schools and invite the principal together with 10 teachers from each school to participate in this study. A longitudinal study will be conducted with a total sample size of 500 teachers with three measurement points: baseline, 6-month and 12-month follow-up assessment. This study will not only contribute to the theoretical framework of work-family conflict and work-life enrichment, in particular the role of leadership style of supervisor, but it will also give invaluable information when designing, testing and implementing effective leadership training programs for school administrators in Hong Kong. Better functioning school environment will help preventing student suicides by easing stress on teachers, and in maintaining the overall education quality with a stable workforce of teaching professional.
Project Start Year: 2019, Principal Investigator(s): VYAS, Lina
 
Comparative Study of Work-Life Balance between Hong Kong and Thailand University Staff
(1) To compare the work-life balance between Hong Kong and Thailand university staff. (2) To identify the impact of family/ work/ personal resources vs. demands and their decision to stay in the education field. (3) To compare the work-life balance between academic and non-academic university staff in Hong Kong and Thailand. (4) To associate the demographic characteristics and work-related factors with work-family balance among Hong Kong and Thailand university staff.
Project Start Year: 2019, Principal Investigator(s): VYAS, Lina
 
The Role of Domestic Helpers, Helping Husband and Family Friendly Measures in Enhancing Work-Family Balance in Hong Kong
Working women in developed societies are caught in work-family-conflict. This study is inspired by our recent research on family-friendly-policies funded by the Public-Policy Research Scheme that found that availability and utilization of family-friendly-policies influence the attitudes of employees toward work. Additionally, family-supportive supervisors play a meaningful part in establishing the way employees perceived the organization’s environment. The presence of domestic-helpers in Hong Kong counts in employer families’ work-family-balance. Moreover, studies show that husbands have steadily increased their share of housework in response to the wives’ work-family burdens, nevertheless the increase is marginal (Baxter, 2002; Cheung & Lui, 2015; Hook, 2006). Thus, helping husband and domestic helpers are social resources that can supplement the work-related resources like family-friendly supervisor and family- friendly measures to impact the work-family-balance, caregiving-stress and control over family caregiving. In this study, we will examine them together in a context of family-work conflict. Many working women outsource domestic chores and caregiving responsibilities through the paid domestic help to balance work-family-life. Whilst is expected to assist dual-earning parents with housework and caregiving responsibilities, they do not necessarily enhance work-family balance or reduce the level of caregiving distress. Chong, et-al. (2014) indicate that employing domestic helpers would result in less caregiving distress. However, Likewise, Chong, et al. (2016) reveal that hiring a domestic helper might lead to negative consequences, e.g. generating conflicts between maids and host families or care recipients because of linguistic, cultural and lifestyle differences. It is unclear how manifold stakeholders – hiring domestic-helpers, husband domestic support, family-supportive supervisors and use of family-friendly policies – operate, interact and influence working women’s caregiving stress and work-life balance. Such interaction between social resources and workplace resources will lead to overall social impacts in terms of job and family outcomes. This study focuses on the sandwich generation where the wife takes care of their children and parents. It systematically evaluates the relative contribution of social resources namely domestic helpers, helping husband, along with work-related resources including family-friendly supervisor and family outcomes through reducing caregiving stress, family-work conflict and enhancing control over caregiving. Furthermore, the study aims to assess the moderating effect, if any, of hiring domestic help on work-family balance, caregiving stress and control over family caregiving. The pioneering and attention-grabbing moderators include potential conflicts and the stress resulting from supervising the work of domestic helpers.
Project Start Year: 2019, Principal Investigator(s): VYAS, Lina
 
Family-Friendly Policies and Work-Life Balance among Differential Ethnic Societies: A Case Study of Hong Kong
..
Project Start Year: 2018, Principal Investigator(s): VYAS, Lina
 
Enhancing Job- and Health-related Outcomes for Hong Kong SME Employees: An Intervention Study on Supervisor Support
..
Project Start Year: 2016, Principal Investigator(s): VYAS, Lina
 
Impact of Family Friendly Policies: A Panel Study in Hong Kong
As in many other industrialized societies, employees in Hong Kong face competing demands from their work and family. Long work hours and the associated problem of work-family conflict is a serious social policy issue. Despite the introduction of several family-friendly policies (such as the five-day work week, paternal leave and flexible work hours or location), the effectiveness of such policies in enhancing work attitudes and behaviours remains largely unknown, particularly in the local context. With the growing number of dual-earner couples and the increase in instances of work-life conflicts, this timely and comprehensive study examines both the effects of individual policies and the sum of several policies, and aims to distinguish between the effects of support and flexibility measures. The study investigates the effect of availability and the implementation of family-friendly policies on work-related outcomes of employees, and to examine whether a family-friendly organisation can affect the positive utilization of such benefits. In addition to focusing on the availability and utilization of family-friendly policies, the present study also tests the effect of supervisory family support on work-related outcomes. Furthermore, this study examines the relative roles of three mediators, namely, high-quality exchange relationship between respondents and their immediate supervisors, work-life conflict and perceived control over work time, in the relationship between supervisory family support and work-related outcomes. The data on work-related outcomes such as task performance are obtained from the employees and their immediate supervisors.
In this proposed study, we aim to examine the effect of both formal and informal workplace family support on work-related outcomes. The findings will provide valuable information for employers in Hong Kong to decide whether formal or informal practices are more effective in fostering a work environment that is family-supportive. In addition, the findings are expected to make a significant contribution to policy debates in Hong Kong, provide concrete recommendations for restructuring the current family-related policies and the work environment and eventually, improve the work-life balance among individuals. Such developments consequently lead to an increase in the labour participation rate among female adults while facing labour shortage because of the aging population.
Project Start Year: 2015, Principal Investigator(s): VYAS, Lina
 
A Study of Outsourcing Human Resource Functions in Asia: Causes, Consequences and Implications for Governance
Faced with fiscal constraints, governments worldwide are outsourcing various human resource (HR) functions previously provided by in-house staff. Outsourcing is associated with a number of potential benefits in terms of service delivery, enhancement of the strategic position of HR (Cooke et al., 2005), organizational performance, fostering competition in the public sector, concentration on the core HR areas, etc. However, the practice of turning over part or all of an organization's functions to external service providers has been linked to potential undesirable outcomes, ranging from increasing unemployment, short-term profiteering or sub-par performance by service providers, to deteriorating service capabilities and standards. As Koch (2004) argues, many other elements also count, including the political climate, strength of unions, employment situation, and the investments required and available. Yet, the empirical literature on the associated negative consequences such as managing conflicts is mainly western-centric, which hardly apply to the Southeast Asian context owing to the region’s unique socio-political and economic climate. This study aims at plugging the gap by examining the scope and scale of adopting HRM outsourcing in three newly industrialized, emerging economies: Hong Kong, Malaysia and Thailand. In undertaking the analysis, I adopt a framework that utilizes the resource-based view (RBV) on organization capability and competitive advantage, and personal interviews and surveys will be conducted with the bureaucrats and contractors in the three jurisdictions, which will offer a first-hand comparative perspective into their outsourcing experiences. The planned study is expected to identify the problems and challenges faced by stakeholders engaged in public sector HR outsourcing in Southeast Asia and to compare and analyze those with established western theories and models. This study aims to develop a conceptual model that particularly reflects the competitive Asian context and to contribute the development of theory in this increasingly important field.
Project Start Year: 2014, Principal Investigator(s): VYAS, Lina
 
Service Leadership Inotiative (in conjuction with Prof. Linda Wong( City University) and others)funded by Victor and William Fung Foundation,
Service leadership is indispensable for sustaining Hong Kong’s reputation as a global leader in the services industry,which contributes more than 90% of the city’s GDP.This project furthers the initiative in the area
Project Start Year: 2014, Principal Investigator(s): (VYAS, Lina as Team Member)
 
The Professionalization of Human Resource Management in Hong Kong and the United Kingdom( in conjuction with Dr Paul Higgins and Dr Ian Roper)
The aim of this research project is to contribute to theory and practice by investigating the professional standing of Human Resource Management (HRM) practitioners in Hong Kong and the UK, given some important recent developments. More specifically the research aims to compare the normative content and organizational influence of HR practitioners in each economy; theoretically ground the basis of study in the context of the debate on HRM as being a form of 'managerial professionalism' demonstrating sensitivity to the discourses of leadership, management, bureaucracy and power and consider the extent to which homogeneity of practice of HR associations might be observed across different national contexts given the rise of HRM as an organizing principle for the management and development of people internationally. The research moreover, critically evaluates the extent to which the aspirations of the professional institutes match the workplace experiences of HR practitioners.
Project Start Year: 2014, Principal Investigator(s): (VYAS, Lina as Co-Investigator)
 
Outsourcing Human Resource Function: Exploring the cause and consequences in an Asian context
Many governments today use outsourcing as a key tool in the privatization of public service delivery. Faced with fiscal constraints, many governments are outsourcing various human resource management (HRM) functions previously provided by in-house staff. The presumed benefits include: improved accountability, labour costs, organizational performance and the promotion of competition in the public sector. Employee morale, loyalty, and work stability, as well as service level and quality may be enhanced. However, depending on social-political and economic climates, negative consequences also may arise. Although an extensive literature on HR outsourcing has emerged, most academic studies have been western-centric with little attention given to Asian jurisdictions. This study examines the emergence of HRM outsourcing in the public sector of East Asia with particular reference to three jurisdictions: Hong Kong, Malaysia and Thailand. This study will analyze the shifting political, economic, social and technological environments in which the outsourcing of human resources (HR) activities in these locations has emerged. The planned study is expected to identify the outsourcing-related problems and challenges faced by stakeholders engaged in public sector HR outsourcing in East Asia and to compare and analyze these with established western theories and models.
Project Start Year: 2013, Principal Investigator(s): VYAS, Lina