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CURRICULUM VITAE - Edward John SNAPE CURRENT POSITION Dean & Chair Professor in Management, School of Business, Hong Kong Baptist University. NATIONALITY British. Permanent resident of the Hong Kong SAR. ACADEMIC QUALIFICATIONS 1978 BA (Hons) in Economics, Durham University (Upper second). 1980 MSc Econ in Industrial Relations, University College, Cardiff. 1981 Postgraduate Certificate in Education, Manchester University. 1991 PhD, Durham University . MEMBERSHIP OF PROFESSIONAL INSTITUTIONS 1992 Chartered Member of the Chartered Institute of Personnel and Development. MEMBERSHIP OF ACADEMIC ASSOCIATIONS Academy of Management (US). British Academy of Management. Labor and Employment Relations Association (US). EMPLOYMENT HISTORY 9/08-date Professor, then Chair Professor in Management, Department of Management,

Hong Kong Baptist University. Leave of absence 9/13 to 8/15. 9/13-8/15 Professor of Management, Durham Business School, Durham University (also:

Visiting Professor, 29 August 2015 to 28 August 2018). 2/00-8/08 Professor, Department of Management & Marketing, The Hong Kong

Polytechnic University. 1/99-12/99 Professor of Human Resource Management, School of Management, University

of Bradford (also: Honorary Visiting Professor, 2000-2009). 1/94-1/98 Lecturer, then Associate Professor, Department of Management, The Hong Kong

Polytechnic University. 4/90-12/98 Lecturer, then Senior Lecturer, then Reader, Department of HRM, University of

Strathclyde. Leave of absence 1/94 to 1/98. 4/86-3/90 Lecturer, then Senior Lecturer in Economics, Teesside Polytechnic. 4/84-4/86 Research Assistant, Durham University Business School (also: Honorary

Research Associate, 1986-91). 4/83-4/84 Research Assistant/Associate Lecturer, Sheffield City Polytechnic. 8/81-4/83 Teacher, Shirebrook School, Mansfield. 1/80-9/80 Student Chartered Accountant (Articled Clerk), Spicer and Pegler, Manchester.

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EXTERNAL APPOINTMENTS AND PROFESSIONAL SERVICE

Honorary appointments

Visiting Professor, Durham University Business School, Durham University, August 2015 to August 2018

Invited member of the Australian Consortium for Research in Employment and Work (ACREW) part of the Centre for Global Business, Monash Business School, Monash University, Australia, from March 2016.

Honorary Visiting Professor, School of Management, University of Bradford, March 2000 to 2009 (three three-year terms).

Honorary Research Associate, Durham University, 1986-91 (five-year term). Journal editorial responsibilities

Member of Editorial Board, Journal of Chinese Human Resource Management, April 2017 to date.

Member of Editorial Board, Journal of Management Studies, January 2016 to date.

Member of Editorial Board, Asia Pacific Journal of Human Resources, July 2012 to date.

Member of Editorial Board, Human Relations, January 2012 to December 2017.

Member of Editorial Board, Human Resource Management Journal, January 2009 to date.

Member of Editorial Board, International Journal of Management Reviews, 2011 to date.

Associate Editor, International Journal of Management Reviews, May 2007 to 2011.

Member of Editorial Advisory Board, Employee Relations, February 2000 to date.

Member of Editorial Advisory Board, Personnel Review, January 1996 to date. Reviewing for journals Reviewed papers for the following journals:

Applied Psychology: An International Review, Asia Pacific Journal of Management, British Journal of Industrial Relations, Canadian Journal of Administrative Sciences, Employee Relations, Human Relations, Human Resource Management, Human Resource Management Journal, Industrial Relations: A Journal of Economy & Society, Industrial and Labor Relations Review, Industrial Relations Journal, International Journal of Employment Studies, International Journal of Human Resource Management, International Journal of Management Reviews, Journal of Brand Management, Journal of Business Ethics, Journal of Industrial Relations, Journal of International Business Studies, Journal of Labor Research, Journal of Management Studies, Journal of Occupational and Organizational Psychology, Journal of Small Business and Entrepreneurship, Journal of World Business, and Personnel Review

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Reviewed research proposals for Economic and Social Research Council, British Academy, Nuffield Foundation, and Hong Kong Research Grants Council.

Reviewed book proposals for McGraw-Hill, Blackwells, Sage, and Prentice Hall. Accreditation, Advisory, External examinerships, etc.

Member of Peer Review Team for AACSB re-accreditation at Chulalongkorn University, Bangkok, Thailand, 10 to 12 November 2019.

Member of Peer Review Visit Team for EQUIS re-accreditation at Antai College of Economics & Management, Shanghai Jiao Tong University, People’s Republic of China, 9 to 11 July 2019.

External panel member for HKCAAVQ programme re-accreditation for the Executive MBA programme, University of Chicago, Booth School of Business, 30 to 31 January 2019.

Member of Peer Review Visit Team for EQUIS re-accreditation at School of Business, Renmin University of China, Beijing, People’s Republic of China, 11 to 13 December 2018.

Member of Peer Review Team for initial AACSB accreditation at Hankuk Business School, Hankuk University of Foreign Studies, Seoul, S Korea, 9 to 12 September 2018.

Member of Peer Review Team for initial AACSB accreditation at School of Economics and Business Administration, Chongqing University, People’s Republic of China, 21 to 24 May 2017.

Member of the Review Committee on the Application for the Review of HKCAAVQ’s Decision, March-June 2017.

External academic advisor for the Cluster of Business, College of Professional and Continuing Education, The Hong Kong Polytechnic University, 17 February 2015 to 28 February 2018.

External academic advisor for MSc in Human Resource Management and Organizational Behaviour, Lingnan University, Hong Kong, 1 September 2013 to date.

HKCAAVQ Specialist. Appointed as an advisor to the Hong Kong Council for Accreditation of Academic and Vocational Qualifications, 26 March 2013 to date.

External panel member for HKCAAVQ programme validation for the BBA (Hons) – Entrepreneurship and Management, Tung Wah College, Hong Kong, 9-12 December 2015.

External panel member for HKCAAVQ institutional review of HKCT Institute of Higher Education, Hong Kong, 26-28 June 2013.

External panel member for HKCAAVQ programme validation for the Programme Validation exercise of the BA (Hons) in Chinese Culinary Arts and Management, THEi, Hong Kong, 28-30 January 2013.

External panel member for HKCAAVQ programme validation for the BBA (Hons) - Marketing and Event Management, Hotel Management and Tourism Management, Caritas Institute of Higher Education, Hong Kong, 4-6 January 2012.

External panel member for HKCAAVQ institutional review of Shue Yan University, Hong

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Kong, 20 May 2011.

Panel chair for HKCAAVQ programme validation for Higher Diplomas in Accounting and Tourism Management (Airline & Cruise Services), Hong Kong College of Technology, 7 September 2010.

Honorary advisor for Business Administration programmes, Tung Wah College (The Chinese University of Hong Kong-Tung Wah Group of Hospitals Community College), 2010-2013.

External panel member for HKCAAVQ programme validation for Higher Diplomas in Accounting and Business, Hong Kong College of Technology, 22-23 March 2010.

External panel member for Lingnan University, Hong Kong, programme review for Bachelor of Business Administration (Honours), 2009.

External examiner for various Open University of Hong Kong courses in Human Resource Management (undergraduate and postgraduate), 2001-2008.

External examiner for MSc in Human Resource Management by Distance Learning, Institute for Development Policy and Management, University of Manchester, 2004-2008.

External programme assessor for Open University of Hong Kong programme Master of Human Resource Management, 2001.

External examiner for MSc in Human Resource Management, Institute for Development Policy and Management, University of Manchester, 1998-2000.

External examiner for Open University of Hong Kong course on Human Resource Strategies, 1996-2001.

External moderator for Certificate in Personnel Management, Hong Kong Productivity Council, 1994-1997.

External examiner of dissertations for MSc in Personnel Management, University of Manchester Institute of Science and Technology, 1991, 1992 and 1998.

External examiner for Occupational Studies on Postgraduate Diploma in Careers Guidance, University of Paisley, Scotland, 1990-93.

External assessor/advisor

Member, external review committee for the assessment of research in Business and Economics, Quality Assurance Netherlands Universities (QANU), 2008 and 2015.

External assessor for several universities (Hong Kong Baptist University, University of Bradford, City University of Hong Kong, University of Manchester, Lingnan University, Monash University) on the appointment, promotion or substantiation of academic staff at Chair/Professor and Associate Professor levels.

Service to the wider community

Member of HR Committee, Fu Hong Society, Hong Kong, 2007-2013.

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Advisor, New Territories General Chamber of Commerce, Hong Kong, 2008-2010

HONOURS AND PRIZES

Dean’s Award for Teaching Excellence, 2013/14, Durham University Business School.

Finalist for Best Paper Award at the International Association for Chinese Management Research 2010 Conference, for the paper: Chan, S., X. Huang, E. Snape, & C. Lam “The Janus face of paternalistic leadership: Authoritarianism, benevolence, subordinates’ organization-based self-esteem, and performance”.

Awarded the 2007 Outstanding Paper Award for Employee Relations, for the paper: Redman, T., & E. Snape “Industrial relations climate and staff attitudes in the fire service: A case of union renewal?”, Employee Relations, 28(1), 2006, pp26-45.

Awarded the 2006 Dan F. Henderson Prize in Comparative Law by the American Society of Comparative Law, for the paper: Lo, C., & E. Snape “Lawyers in the People’s Republic of China: A study of commitment and professionalization”, American Journal of Comparative Law, 53(2), Spring 2006, pp433-455.

Awarded a 2004 Emerald Citation of Excellence, for the paper: Redman, T., & E. Snape “Kindling activism? Union commitment and participation in the UK fire service”, Human Relations, 57(7), July 2004, pp845-869.

MAIN CONTRIBUTIONS TO ACADEMIC MANAGEMENT

At Hong Kong Baptist University: University level 9/2015-date Chair, Quality Assurance Sub-committee on Self-financed Sub-degree

Programmes. 9/2016-date Member, Finance Committee 9/2016-date Member, Strategic Development Fund Allocation Sub-Committee 9/2015-date Member, Council, Court and Honorary University Fellowship Committee. 9/2015-date Fellow, Institute of Creativity. 1/2016-12/2016 Member Search Committee for the posts of Provost and Vice-President

(Teaching & Learning) 9/2010-8/2013 Associate Vice President. Responsible for projects on quality assurance, research

assessment, and University-level academic planning. Reappointed August 2012 for a second term, with portfolio extended to include oversight of the international and knowledge transfer offices.

1/2010-8/2013 Chair, Quality Assurance Sub-Committee on Self-financed Sub-degree Programmes.

Various Member, Senate, Senior Executive Committee, Quality Assurance Committee, Research Committee, Undergraduate Scholarship Committee, Academic Development Committee, etc.

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Various Chair or Member of several University-level working groups and task forces (e.g., self-financed programmes, articulation and top-up degrees, general education, outcome-based teaching and learning).

2009 Chair of the validation panel for a new BBA (Hons) HRM Major programme at HKBU’s affiliated United International College at Zhuhai, PRC.

Faculty/Department level 9/2015-date Dean, School of Business. Responsible for the leadership of the business school,

one of five faculties within HKBU. The school offers programmes at undergraduate, taught postgraduate and doctoral levels, with over 100 faculty in five departments, and is accredited by AACSB, EQUIS, and AMBA. Ex-officio member of Senior Executive Committee, Senate, School Executive Committee, School Board, etc.

9/2008-8/2013 Head, Department of Management. Responsible for this department of 20 academic/teaching and 4 non-academic staff. The Department provided an undergraduate BBA major in human resource management, specialist MSc and PgD programmes, a self-financed BCom programme, and is a major contributing department to other postgraduate programmes (MBA, DBA, and MPhil/PhD). Ex-officio member of Senate, School Executive Committee, School Board, etc.

7/2010-1/2013 Programme Director, Doctor of Business Administration (DBA). Responsible for the management and curriculum development of this professional doctorate degree, with an annual intake of around 10 students.

2009/2010 Chair of Programme Planning Team for the Masters/PgD in Human Resource Management, a self-funded postgraduate programme offered by the Department of Management from September 2010.

2009/2010 Member of Programme Planning Team for the Bachelor of Commerce (BCom) in Human Resource Management, a new self-funded top-up degree programme offered by the Department of Management in collaboration with HKBU’s College of International Education (Shek Mun) from September 2010.

9/2008-8/2013 Member, School of Business Accreditation Task Force. Working with colleagues towards securing and maintaining external accreditations.

At Durham University: School level 9/2013-08/15 Chair, MBA Examination Board. At the Hong Kong Polytechnic University: 9/2003-8/2008 Head, Department of Management & Marketing. Responsible for this department

of around 60 academic and 14 non-academic staff. The Department hosted undergraduate programmes in Management and Marketing, and was the main contributing department to key postgraduate programmes coordinated through the Graduate School of Business (MSc, MBA, DBA, and MPhil/PhD). Ex-officio member of Senate, Faculty Board, etc. Sometime Chair of the MBA Scheme

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Committee, Departmental Learning & Teaching Committee, etc. Full budgetary responsibility for UGC and privately-funded programmes and activities, including the staff cost budget.

7/2006-6/2008 Member, University Appeals and Grievance Committee. Elected Faculty of Business representative on this University committee, established to hear staff appeals and grievances.

6/2002-8/2003 Acting Head, Department of Management (merged to form Department of Management & Marketing, 1 September 2003). Responsible for a department of over 35 academic and 12 non-academic support staff, operating with a one-line budget system. This department hosted undergraduate programmes in Management, Supply Chain Management and Computing & Management, along with four MBA programmes, four MSc programmes, a Doctor of Business Administration (DBA), and research MPhils and PhDs. Ex-officio member of Senate, Faculty Board, etc. Complete budgetary responsibility for UGC and privately-funded programmes and activities, including the staff cost budget.

1/2003-8/2004 Associate Dean (Undergraduate Programmes & Professional Development), Faculty of Business. Responsibilities included a major review and restructuring of the portfolio of business and accounting undergraduate programmes, with the aim of developing an integrated Bachelor of Business Administration scheme with an annual intake of around 500 students. Chair of Faculty Undergraduate Studies Committee and Faculty Learning & Teaching Committee.

2002-2003 Chair of Departmental Research Committee, Department of Management. 2000-2002 Associate Head, Department of Management. Ex-officio member of Faculty

Board, responsible for the development of the undergraduate Minor in Management during 2000/01, etc.

2000-2002 MSc/PgD Scheme Coordinator, Postgraduate Scheme in Business and Management. Overall responsibility for coordinating this Faculty-wide credit-based scheme, which included MSc and PgD awards in Accountancy, China Business Studies, Health Services Management, Hotel & Tourism Management, Human Resource Management, Operations Management, Public Sector Management, and Quality Management. This included overall responsibility for the successful revalidation of the Scheme in 2001.

2000-2008 Member of Departmental Research Committee. 1994-8 MBA Programme Leader. Led the part-time MBA programme, with

responsibility for academic administration, student counselling and recruitment, curriculum development and revalidation, etc.

Various Chair or Member of several validation panels for new degree programmes, and of several Departmental Assessment Committees and ad hoc University-level task forces (e.g., rewards and performance appraisal).

TEACHING Teaching at Durham University: MSc in Management (Human Resource Management) Human Resource Management.

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Employee Relations & Reward. Employee Reward Strategy (developed this new elective module). Dissertation Supervision. My teaching evaluation scores were the highest for the overall MSc programme during the 2013/14 academic year. Won the Dean’s Award for Teaching Excellence. Teaching at Hong Kong Baptist University: MSc in Strategic Human Resources Management: Human Resources Research & Information. MSc Degree Project. PgD in Human Resources Management: Compensation & Benefits. Undergraduate: Human Resources Strategy & Planning. Human Resources Research & Measurement. My teaching evaluations have been significantly above Department and School of Business means, and well above the School benchmark for an “excellent” rating. Typical comments from anonymous student evaluation forms:

BBA year 3 - Human Resources Research & Measurement “Well, it’s amazing a research class could be that much fun~ Professor Snape gave us comprehensive explanations and vivid examples.” “The lecturer is always willing to answer students’ enquiries and is devoted to teaching.” “The professor is very passionate during the class. And he always energizes us in the class. The course is pretty difficult compared to other courses and the content is not that much fun, but the professor always makes an effort to make it more interesting and increase our intention to learn. … And he gave us a lot of feedback … after the presentation.” “He is so willing and patient to answer the questions and help solve problems faced by students” BBA year 2 and 3 - Human Resources Strategy & Planning “The course is able to allow students to acquire a basic understanding of HR planning. A lot of examples are used to demonstrate how concepts are applied in real-life situations.” “His teaching is interesting.” “Prof Snape is really a responsible and funny guy, and he has given me a lot of useful information about HR planning.” “Professor Snape has put great effort into the subject by conducting meaningful and lively teaching. I can truly feel his passion in HR and teaching. It is enjoyable to attend his class!”

MSc in Strategic Human Resources Management (part time) - Human Resources Research & Information “Very organized, concepts are clearly explained.” “Makes a normally dull subject lively and interesting.” “Makes complicated topics simple and understandable.”

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“The lecturer is very dynamic and presented complicated materials in an interesting way. He is very knowledgeable and well prepared for the class.” “Prof Snape is excellent. With students with little statistical background or varied background, he is able to explain in layman’s terms complicated points. Prof Snape is also very responsive and extremely helpful with students’ questions. Wonderful prof to have.” “Always do exercises to make students not only understand the concept but apply it to the actual situation/scenario.” Postgraduate Diploma in HRM (part time) - Compensation & Benefits “Excellent lectures and case studies. The best module in the program.” “Have fun and really enjoy the learning environment. Prof Snape always quotes some useful examples to help us to understand more clearly.” “Generally this course is very practical. Can apply on our current job.” “Very well organised and made the class very easy to understand. Case studies are very relevant and enhance the theories very well”.

Teaching at the Hong Kong Polytechnic University: PhD/MPhil Coursework. Research in Organizational Behaviour (co-taught). Doctor of Business Administration (DBA) Coursework. Research in Human Resource Management (co-taught). Research in Organizational Behaviour (co-taught). DBA Residential Workshops (co-taught). MSc in Management (HRM award): Human Resource Management. Management of Pay & Benefits. Master of Business Administration: Strategic Human Resource Management. MBA Residential Workshops (co-taught). Undergraduate: Human Resource Management. Management of Pay & Benefits. Teaching at Bradford included HRM modules on open and in-company (BBC and Bayer) Diploma and MBA courses, and an undergraduate HRM course. Prepared open learning materials for an MBA elective class “International Human Resource Management”, writing a 100-page course guide and assembling an accompanying resource pack. Teaching at Strathclyde included pay and rewards, human resource management, industrial relations, HR planning and policy, and business environment courses at undergraduate, postgraduate diploma, and MSc levels. Also led HRM skills workshops addressing CIPD professional requirements. SUPERVISION Successful supervision of six PhD, ten DBA, and two MPhil theses to completion, and of many MSc, MBA, PgDip and undergraduate dissertations and projects.

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PAPERS UNDER REVIEW, REVISION, TO BE PRESENTED, ETC.

Under review/revision:

Xu, E., X. Huang, R. Jia, L. Graham, E. Snape, & W. Liu “The ‘evil pleasure’: Abusive supervision and coworker observers' malicious reactions towards victims”, Organization Science, under second review.

Zheng, Y., L. Graham, O. Epitropaki, and E. Snape “Service Leadership, Work Engagement and Service Performance: The Moderating Role of Leader Skills”, Group & Organization Management, under second review.

Working papers:

Snape, E. & T. Redman “The impact of franchised status on unit-level service climate and service quality performance: Why franchising may be good for service quality”.

Snape, E., L. Yip, X. Huang, & C.K. Lam “Does transformational leadership work in sales: Assessing employee-customer linkages”.

Snape, E., T. Redman, & L. Graham “Focusing on quality: Employee age diversity and the service climate-service quality relationship”.

Snape, E., A. Chan, M. Luo, & Y. Zhang. “Does workplace harmony help or hinder union commitment? Evidence from foreign-invested enterprises in China”.

PUBLICATIONS

a) Papers in Refereed Journals

Snape, E., & A. Chan “Union commitment and participation in China: Does enterprise type matter?”, Journal of Chinese Human Resource Management, 9(1), 2018, 45-59.

Chan, A, E. Snape, M. Luo, & Y. Zhang. “The developing role of unions in China’s foreign-invested enterprises”, British Journal of Industrial Relations, 55 (3), September 2017, 602-625.

Redman, T., & E. Snape “The consequences of dual and unilateral commitment to the organization and union”, Human Resource Management Journal, 26 (1), 2016, 63-83.

Wu, L-Z, D.L. Ferris, H.K. Kwan, F. Chiang, E. Snape, & L.H. Liang “Breaking (or making) the silence: How goal interdependence and social skill predict being ostracized”, Organizational Behavior and Human Decision Processes, 131, 2015, 51-66.

Tang, G., L.-Q. Wei, E. Snape, & Y. C. Ng “How effective human resource management promotes corporate entrepreneurship: Evidence from China”, International Journal of Human Resource Management, 26(12), July 2015, 1586-1601.

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Fong, K., & E. Snape “Empowering leadership, psychological empowerment and employee outcomes: Testing a multi-level mediating model”, British Journal of Management, 26(1), January 2015, 126-138.

Gould-Williams, J.S., P. Bottomley, T. Redman, E. Snape, D. J. Bishop, T. Limpanitgul, & A.M. Mostafa “Civic duty and employee outcomes: Do high commitment human resource practices and work overload matter?”, Public Administration, 92(4), December 2014, 937-953.

Redman, T., & E. Snape “The antecedents of union commitment and participation: Evaluating moderation effects across unions”, Industrial Relations Journal, 45(6), November 2014, 486-506.

Snape, E., T. Redman, & J. Gould-Williams “How ‘collective’ is union citizenship behavior? Assessing individual and coworker influences”, Industrial and Labor Relations Review, 67(4), October 2014, 1306-1325.

Chan, A., & E. Snape “Do cultural values influence commitment to company and union? A study of Chinese manufacturing workers”, Asia Pacific Journal of Management, 30(1), March 2013, 169-190.

Chan, S., X. Huang, E. Snape, & C. Lam “The Janus face of paternalistic leadership: Authoritarianism, benevolence, subordinates’ organization-based self-esteem, and performance”, Journal of Organizational Behavior, 34(1), January 2013, 108-128.

Snape, E., & T. Redman “Industrial relations climate and union commitment: An evaluation of workplace-level effects”, Industrial Relations, 51(1), January 2012, 11-28.

Chan, A., E. Snape, & T. Redman “Multiple foci and bases of commitment in a Chinese workforce”, International Journal of Human Resource Management, 22(16), October 2011, 3290-3304.

Redman, T., G. Dietz, E. Snape, & W. van der Borg “Multiple constituencies of trust: A study of the Oman military”, International Journal of Human Resource Management, 22(11), June 2011, pp2384-2402.

Snape, E., & T. Redman “HRM practices, organizational citizenship behaviour and performance: A multi-level analysis”, Journal of Management Studies, 47(7), November 2010, pp1219-1247.

Redman, T., E. Snape, & C. Ashurst “Location, location, location: Does place of work really matter?”, British Journal of Management, 20(S1), March 2009, ppS171-S181.

Snape, E., C. Lo, & T. Redman “The three-component model of occupational commitment: A comparative study of Chinese and British accountants”, Journal of Cross-Cultural Psychology, 39(6), November 2008, pp765-781.

Man, T., T. Lau, & E. Snape “Entrepreneurial competencies and the performance of small and medium enterprises: An investigation through a framework of competitiveness”, Journal of Small Business and Entrepreneurship, 23(3), 2008, pp257-276.

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Redman, T., E. Snape, J. Wass, & P. Hamilton “Evaluating the human resource shared services model: Evidence from the NHS”, International Journal of Human Resource Management, 18(8), August 2007, pp1486-1506.

Lam, W., X. Huang, & E. Snape “Feedback-seeking behavior and leader-member exchange: Do supervisor-attributed motives matter?”, Academy of Management Journal, 50(2), April, 2007, pp348-363.

Snape, E., & T. Redman “The nature and consequences of organisation-employee and union-member exchange: An empirical analysis”, Journal of Labor Research, 28(2), Spring 2007, pp359-374.

Chan, A., Feng T.-Q., T. Redman, & E. Snape “Evaluating the multi-dimensional view of employee commitment: A comparative UK-Chinese study”, International Journal of Human Resource Management, 17(11), November 2006, pp1873-1888.

Snape, E., A. Chan, & T. Redman “Multiple commitments in the Chinese context: Testing compatibility, cultural and moderating hypotheses”, Journal of Vocational Behavior, 69(2), October 2006, pp302-314.

Chan, A., Feng T.-Q., T. Redman, & E. Snape “Union commitment and participation in the Chinese context”, Industrial Relations, 45(3), July 2006, pp485-490.

Redman. T., & E. Snape “The consequences of perceived age discrimination amongst police officers: Is social support a buffer?”, British Journal of Management, 17(2), June 2006, pp167-175.

Lo, C., & E. Snape “Lawyers in the People’s Republic of China: A study of commitment and professionalization”, American Journal of Comparative Law, 53(2), Spring 2006, pp433-455. (This paper was awarded the 2006 Dan F. Henderson Prize in Comparative Law by the American Society of Comparative Law.)

Redman, T., & E. Snape “Industrial relations climate and staff attitudes in the fire service: A case of union renewal?”, Employee Relations, 28(1), 2006, pp26-45. (This paper was awarded the 2007 Outstanding Paper Award for Employee Relations.)

Redman, T., & E. Snape “Exchange ideology and member-union relationships: An evaluation of moderation effects”, Journal of Applied Psychology, 90(4), July 2005, pp765-773.

Redman, T., & E. Snape “Unpacking commitment: Multiple loyalties and employee behaviour”, Journal of Management Studies, 42(2), March 2005, pp299-326.

Snape, E., & T. Redman “Exchange or covenant? The nature of the member-union relationship”, Industrial Relations, 43(4), October 2004, pp855-873.

Redman, T., & E. Snape “Kindling activism? Union commitment and participation in the UK fire service”, Human Relations, 57(7), July 2004, pp845-869. (This paper was awarded a 2004 Emerald Citation of Excellence.)

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Chan, A., E. Snape, & T. Redman “Union commitment and participation amongst Hong Kong firefighters: A development of an integrative model”, International Journal of Human Resource Management, 15(3), May 2004, pp533-548.

Chan, L., M. Shaffer, & E. Snape “In search of sustained competitive advantage: The impact of organisational culture and human resource management practices on firm performance”, International Journal of Human Resource Management, 15(1), February 2004, pp17-35.

Snape, E., & T. Redman “An evaluation of a three-component model of occupational commitment: Dimensionality and consequences among UK HRM specialists”, Journal of Applied Psychology, 88(1), February 2003, pp152-159.

Snape, E., & T. Redman “Too old or too young? The impact of perceived age discrimination on employee commitment and intent to retire”, Human Resource Management Journal, 13(1), 2003, pp78-89.

Redman, T., & E. Snape "Ageism in teaching: Stereotypical beliefs and discriminatory attitudes towards the over fifties”, Work, Employment and Society, 16(2), June 2002, pp355-371.

Chan, A., & E. Snape “Loyalty or disaffection? Employee commitment to company and union in a Hong Kong bus company”, International Journal of Employment Studies, 10(1), April 2002, pp1-23.

Chiu, W., A. Chan, E. Snape, & T. Redman “Age stereotypes and discriminatory attitudes towards older workers: An East-West comparison”, Human Relations, 54(5), May 2001, pp101-133.

Snape, E., T. Redman, & A. Chan “Commitment to the union: A survey of research and the implications for industrial relations and trade unions”, International Journal of Management Reviews, 2(3), September 2000, pp205-230.

Snape, E., & A. Chan “Commitment to company and union: Evidence from Hong Kong”, Industrial Relations, 39(3), July 2000, pp445-459.

Chan, A., & E. Snape “Union weakness in Hong Kong: Industrial relations and the Federation of Trade Unions”, Economic and Industrial Democracy, 21(2), May 2000, pp117-146.

Redman, T., E. Snape, D. Thompson, & F. Yan “Performance appraisal in the National Health Service: A trust hospital study”, Human Resource Management Journal, 10(1), 2000, pp48-62.

Thompson, D., E. Snape, T. Redman, & C. Stokes “Public sector reform: The case of management performance appraisal in a Hong Kong public sector hospital”, The Asian Journal of Public Administration, 21(1), June 1999, pp114-144.

Thompson, D., E. Snape, & C. Stokes “Health services reform and human resource management in Hong Kong public hospitals”, International Journal of Health Planning Management, 14(1), 1999, pp19-39.

Snape, E., D. Thompson, F. Yan, & T. Redman “Performance appraisal and culture: Practice and

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attitudes in Hong Kong and Great Britain”, International Journal of Human Resource Management, 9(5), October 1998, pp841-861.

Thompson, D., E. Snape, & C. Stokes “Decentralisation of the human resource management function: The experience of a public hospital in Hong Kong”, Asia Pacific Journal of Business and Information Systems, 3(1), Summer 1998, pp43-78.

Wilkinson, A., T. Redman, & E. Snape “Employee involvement in financial services: Possibilities and pitfalls”, Journal of Retailing and Consumer Services, 5(1), 1998, pp45-54.

Mason, B., E. Snape, & P. Bain “Trade union recruitment: Reflections on a decade of national and local level campaigning”, Review of Employment Topics, 5(1), September 1997, pp73-107.

Snape, E., & A. Chan “Whither Hong Kong's unions: Autonomous trade unionism or classic dualism?”, British Journal of Industrial Relations, 35(1), March 1997, pp39-63.

Redman, T., A. Wilkinson, & E. Snape “Stuck in the middle? Managers in building societies”, Work, Employment and Society, 11(1), March 1997, pp101-114.

Chiu, W., G. Lai, & E. Snape "What happens if supervisors and subordinates disagree on job requirements? Implications for effective supervision”, Personnel Review, 26(1/2), 1997, pp132-142.

Snape, E., A. Wilkinson, & T. Redman “Cashing in on quality? Incentive pay and the quality culture”, Human Resource Management Journal, 6(4), 1996, pp5-17.

Chan, A., & E. Snape “No change for fifty years? The development of trade unionism in Hong Kong during the transition period”, International Journal of Employment Studies, 4(2), October 1996, pp55-76. Reprinted in: Dennis Mortimer, Lucie Crawford and Priscilla Leece Contemporary Debates on Workplace Change, Centre for Employment Relations, University of Western Sydney, 1997.

Redman, T., A. Wilkinson, & E. Snape “The long haul: Sustaining TQM at British Steel Teesside Works”, International Journal of Manpower, 17(2), 1996, pp34-51.

Redman, T., B. Matthews, A. Wilkinson, & E. Snape “Quality management in services: Is the public sector keeping pace?”, International Journal of Public Sector Management, 8(7), 1995, pp21-34.

Snape, E. “The development of ‘managerial unionism’ in Britain: A research note”, Work, Employment and Society, 9(3), September 1995, pp559-568.

Snape, E., A. Wilkinson, T. Redman, & M. Marchington “Human resource management for TQM: Possibilities and pitfalls”, Employee Relations, 17(3), 1995, pp44-54.

Redman, T., E. Snape, & A. Wilkinson “Is quality management working in the UK?”, Journal of General Management, 20(3), Spring 1995, pp44-59.

Wilkinson, A., T. Redman, & E. Snape “New patterns of quality management in the United

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Kingdom”, Quality Management Journal, 2(2), Winter 1995, pp37-51.

Snape, E. “Union organising in Britain: The views of local full-time officials”, Employee Relations, 16(8), 1994, pp48-62.

Snape, E. “Reversing the decline? The TGWU's Link Up campaign”, Industrial Relations Journal (UK), 25(3), September 1994, pp222-233.

Wilkinson, A., T. Redman, & E. Snape “The problems with quality management: The views of managers: findings from an Institute of Management survey”, Total Quality Management, 5(6), 1994, pp397-406.

Wilkinson, A., T. Redman, & E. Snape “Quality management and the manager: A research note on findings from an Institute of Management survey”, Employee Relations, 16(1), 1994, pp62-70.

Snape, E., T. Redman, & A. Wilkinson “Making the transformation? HRM in building societies”, Human Resource Management Journal, 3(3), Spring, 1993, pp1-18.

Redman, T., E. Snape, & G. McElwee “Appraising employee performance: A vital organizational activity?”, Education and Training, 35(2), 1993, pp3-10.

Redman, T., & E. Snape “Managers for hire: the use of interim management”, Recruitment, Selection and Retention, 2(2), 1993, pp3-7.

Redman, T., & E. Snape “Upward and onward: Can staff appraise their managers?”, Personnel Review, 21(7), December 1992, pp32-46.

Wilkinson, A., E. Snape, & P. Allen “Banking on TQM”, Journal of Co-operative Studies, 73, January 1992, pp28-32.

Wilkinson, A., E. Snape, & P. Allen “TQM and the management of labour”, Employee Relations, 13(1), 1991, pp24-31. Reprinted in “The Best of Strategic Human Resource Management: Part 2”, International Journal of Manpower, 12(6), 1991, pp35-42.

Snape, E., & K. Brinkworth “The law as gamekeeper? Skills poaching and training in the UK”, Labour Economics and Productivity, 3(1), March 1991, pp20-30.

Redman, T., E. Snape, & G. Bamber “Does union activity damage career prospects? Implications for the unionisation of managers”, Human Resource Management Journal, 1(2), January 1991, pp1-16.

Snape, E., & G. Bamber “Managerial and professional employees: Conceptualising union structures and strategies”, British Journal of Industrial Relations, 27(1), March 1989, pp93-110.

Snape, E., & G. Bamber “Managerial and Professional Employees in Britain”, Employee Relations, Special Issue, 1987.

b) Books, Book Chapters and Monographs

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Leung, A.S.M., & E. Snape “Hostile work environment: ‘Is it just me or is it chilly in here?’”, in: Work and Quality of Life: Ethical Practices in Organizations (eds. N.P. Reilly, M.J. Sirgy, & C.A. Gorman) Springer, Heidelberg/New York, 2012, chapter 20, pp 375-394.

Redman, T., E. Snape, D. Thompson, & F. Yan “Performance appraisal at North Trust”, in: Contemporary Human Resource Management: Text and Cases (eds. T. Redman & A. Wilkinson) Financial Times–Prentice Hall, Harlow, 2001, pp76-92.

Redman, T., & E. Snape “Employee relations at North Fire Brigade”, in: Contemporary Human Resource Management: Text and Cases (eds. T. Redman & A. Wilkinson) Financial Times–Prentice Hall, Harlow, 2001, pp209-213.

Fosh, P., A. Chan, W. Chow, E. Snape, & A. Westwood (editors) Hong Kong Management and Labour: Change and Continuity, Routledge, London, 1999.

Joint author of five chapters in the book: Fosh, P., C. Ng, E. Snape, & R. Westwood “Introduction: Labour and management in Hong Kong at the end of the twentieth century”, pp3-24. Thompson, D., E. Snape, C. Mak, & C. Stokes “Public Sector HRM: vision and reality at the Hong Kong Hospital Authority”, pp151-168 Shaffer, M., E. Snape, & F. Cheung “Human resource strategy and business performance: evidence from a survey of multinational firms in Hong Kong”, pp169-184. Snape, E., & A. Chan “Hong Kong trade unions: in search of a role?”, pp255-270. Chan, A., & E. Snape “Joint consultation in Hong Kong: employee participation or trade union exclusion?”, pp271-286.

Wilkinson, A., T. Redman, E. Snape, & M. Marchington Managing with Total Quality Management: Theory and Practice Macmillan, London, 1998.

Wilkinson, A., T. Redman, & E. Snape “Richer Sounds: Payment for customer service”, in: Blackwell Cases in Human Resource and Change Management (ed. J. Storey) Blackwell, Oxford, 1996, pp266-274. Teaching notes also.

Snape, E., T. Redman, & A. Wilkinson “Human resource management in a changing market: Adlington Building Society”, in: Organisational Change Strategies: Case Studies of Human Resource and Industrial Relations Issues (eds. M. Patrickson & G. Bamber) Longman Cheshire, Melbourne, 1995, pp271-279. Teaching notes also.

Snape, E., T. Redman, & G. Bamber Managing Managers: Strategies and Techniques for Human Resource Management, Blackwell, Oxford, 1994.

Bamber, G., & E. Snape “British industrial relations”, in: International and Comparative Industrial Relations: A Study of Developed Market Economics (eds. G. Bamber & R. Lansbury) Routledge, London, 1993.

Wilkinson, A., T. Redman, & E. Snape Quality and the Manager: An IM Report, Institute of Management, Corby, 1993.

Snape, E., & G. Bamber “Managing professional and managerial staff”, in: A Handbook of Industrial Relations Practice, (ed. B. Towers) Kogan Page, London, 3rd edn, 1992.

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Bamber, G., & E. Snape “Managerial employment in Britain”, Chapter 2 of Managers as Employees: An International Comparison of the Changing Character of Managerial Employment (ed. M. Roomkin) Oxford University Press, New York and Oxford, 1989.

Bamber, G., & E. Snape “British routes to employee involvement”, in: Democracy and Control in the Workplace (eds. E. Davis & R. Lansbury) Longman Cheshire, Melbourne, 2nd edn, 1986, pp217-33.

Snape, E., & G. Bamber “Analysing the employment relationship of managers and professional staff” in: Current Research in Management (ed. V. Hammond) Frances Pinter, London, 1985, pp144-62.

c) Papers in Other Journals/Periodicals

Wilkinson, A., T. Redman, & E. Snape “What is happening to quality management?”, The TQM Magazine, 6(1), 1994, pp55-58.

Wilkinson, A., T. Redman, & E. Snape “Quality management and the manager”, Professional Manager, September 1993, pp18-19.

Allen, P., A. Wilkinson, & E. Snape “Total Customer Service at Black and Decker”, The TQM Magazine, October 1990.

Snape, E., & G. Bamber “In Focus: International Conference ‘The role of trade unions in the coming decade’, European Centre for Work and Society”, Social and Labour Bulletin, 86, 4, 1986.

Bamber, G., & E. Snape “Managers and unions”, Employment Bulletin and IR Digest, 2(11), November 1986, pp1-2.

d) Conference Papers and Others

Chan, A, E. Snape, M. Luo, & Y. Zhang. “Do unions in China’s foreign-invested enterprises really represent their members?”, presented in the competitive papers section of the 66th Annual Meeting of the Labor and Employment Relations Association (LERA), 29th May-1st June 2014, Portland, Oregon.

Chan, S., X. Huang, E. Snape, & C. Lam “The Janus face of paternalistic leadership: Authoritarianism, benevolence, subordinates’ organization-based self-esteem, and performance”, presented at the International Association for Chinese Management Research 2010 Conference, Shanghai, 16-20 June 2010. Finalist for Best Micro Paper Award.

Redman, T., & E. Snape “Militancy and moderation in teachers’ unions: Union image and member attitudes”, Proceedings of the Labor and Employment Relations Association 62nd Annual Meeting, Atlanta, 3-5 January 2010.

Luo, M., C. Lo, & E. Snape “Does CSR build employee commitment? Evidence from manufacturing in China”, presented at the Academy of Management Annual Meeting, Chicago, 7-11 August 2009.

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Chan, S., E. Snape, & W.M. Mak. “Transformational leadership and subordinates’ performance: examining mediating variables”, presented at the Academy of Management Annual Meeting, Philadelphia, 3-8 August 2007.

Chan, S., X. Huang, & E. Snape “Why doesn’t authoritarian leadership necessarily decrease subordinates’ performance in China?”, presented at the Academy of Management Annual Meeting, Philadelphia, 3-8 August 2007.

Lam, W., X. Huang, E. Snape, E. van der Vegt, & Z. Chen “Effects of perceived performance on supervisor-attributed motives for subordinates’ feedback-seeking behavior”, presented at the Academy of Management Annual Meeting., Philadelphia, 3-8 August 2007.

Redman, T., & E. Snape “HRM practices and organizational citizenship behavior: A multi-level analysis”, presented at the Labor and Employment Relations Association 59th Annual Meeting, Chicago, 4-7 January 2007.

Snape, E., & T. Redman “Union commitment, participation and industrial relations climate: An evaluation of workplace-level effects”, presented at the Labor and Employment Relations Association 58thAnnual Meeting, Boston, 6-8 January 2006.

Redman, T., & E. Snape “The impact of perceived age discrimination on employee attitudes in the UK”, presented at the 8th Conference on International Human Resource Management “Making a Difference in a World of Differences”, Monash University, Cairns, Australia, 14-17 June 2005.

Chan, A., Feng T.-Q., T. Redman, & E. Snape “Union commitment and participation in the Chinese context”, presented at the 57th Annual Meeting of the Industrial Relations Research Association, Philadelphia, 7-9 January 2005.

Lo, C., & E. Snape “Lawyers in the People’s Republic of China: A study of commitment and professionalisation”, presented at the 19th Annual EMRU Conference on “Management, Work and Organization in Post-socialist Societies”, Cardiff University, 8-9 September 2004.

Snape, E., C. Lo, & T. Redman “Assessing a three-component model of occupational commitment: a study of lawyers in China”, presented at the 30th Annual Conference of the UK Chapter of the Academy of International Business, De Montfort University, Leicester, UK, April 2003.

Snape, E. International Human Resource Management, MBA Open Learning Course Materials, University of Bradford Management Centre, December 1999.

Snape, E., & H. Ramsay “Mergers, globalisation and structural change in the printing industry: implications for labour”, presented at the conference The Globalisation of the Graphical Industry: Implications for Employment and Trade Unions, University of Strathclyde, 6-8 July 1998.

Redman, T., D. Thompson, E. Snape, & F. Yan “Appraising managerial and professional performance: some initial results from a comparative study”, presented at the conference The Context of Practice: The Lives and Thoughts of HRM People, Nottingham Trent University, 11-

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12 December 1996.

Chiu, W., A. Chan, & E. Snape “Age stereotypes and discriminatory attitudes in employment: evidence from Hong Kong”, Proceedings of the Second South China Business Symposium on Decision Making, Market Development, Information and Technology: Managing International Business in the Twenty-First Century, Macau, 4-7 November 1996, pp773-788.

Chan, A., & E. Snape “Hong Kong trade unions: review and outlook”, presented to a seminar for trade union leaders at the Hong Kong Polytechnic University, 13 September 1996.

Snape, E. Reversing the Decline? Trade Union Strategies in Britain During the 1980s, PhD thesis, University of Durham, 1991.

Snape, E., & G. Bamber “Cadres' unionism: some recent developments”, presented at the conference The Role of Trade Unions in the Coming Decade, European Centre for Work and Society, Maastrict, 1985.

e) Book Reviews Book reviews for:

Industrial Relations Journal Personnel Review Prometheus Employee Relations.

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RESEARCH GRANTS SINCE 2000 “Union commitment and participation in foreign-invested enterprises in China’s Pearl River Delta Region”. HK$385,725, General Research Fund (Hong Kong Research Grants Council) competitive bid, started 1 December 2010. Expected completion date 31 May 2013. Ed Snape, Hong Kong Baptist University (Principal Investigator) and Andy Chan, Hong Kong Polytechnic University (Co-Investigator). “Employer Strategies and the Minimum Wage in Hong Kong”. HK$70,000, Strategic Development Fund Project, School of Business, Hong Kong Baptist University, started: 1 August 2010. Randy Chiu & Ed Snape, Hong Kong Baptist University (Principal Investigators) and Geoff White, University of Greenwich (Co-Investigator). “Union representation and membership commitment in China”. HK$145,800, PolyU Internal Competitive Research Grant, started 1 September 2005; Andy Chan, Hong Kong Polytechnic University (Principal Investigator) and Ed Snape, Hong Kong Polytechnic University (Co-Investigator). “The development of professions in the PRC: A study of occupational regulation, commitment and participation”. HK$130,200, Hong Kong Research Grants Council competitive bid, started 1 December 2004; HK$170,000, PolyU Central Research Grant, started 1 December 2003; Ed Snape, Hong Kong Polytechnic University (Principal Investigator) and Carlos Lo, Hong Kong Polytechnic University (Co-Investigator). “The multi-dimensional view of employee commitment: Implications for attitudes and behaviour in the Hong Kong and China context”. HK$319,120, Hong Kong Research Grants Council competitive bid, started 1 October 2002; HK$196,000, PolyU Central Research Grant, started 1 November 2001; Ed Snape, Hong Kong Polytechnic University (Principal Investigator), Andy Chan, Hong Kong Polytechnic University (Co-Investigator), and Gerald E. Fryxell, Hong Kong Polytechnic University (Co-Investigator). Also several smaller grants (typically around HK$50,000) as principal or co-investigator.