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International Journal of Hospitality Management 33 (2013) 304–309

Contents lists available at SciVerse ScienceDirect

International Journal of Hospitality Management

journa l homepage: www.e lsev ier .com/ locate / i jhosman

elationships among work-family supportive supervisors, career competencies,nd job involvement

aiyan Kong ∗

usiness School, Shandong University (Weihai), No. 180 West Culture Road, Weihai, Shandong, China

r t i c l e i n f o

eywords:ork-family supportive supervisor

a b s t r a c t

This study aims to explore the relationships among work-family supportive supervisors, career compe-

areer competenciesob involvementob satisfactionhina

tencies, job involvement, and job satisfaction. Data were collected from a sample of 1012 hotel employeesworking in the frontline of the hospitality industry in China. Structural equation modelling (SEM) wasused to estimate the relationships among the constructs. The findings indicate a positive relationshipbetween work-family supportive supervisors and career competencies. Career competencies contributepositively to job involvement and job satisfaction. This study provides insights into how managers ofhuman resources can retain qualified staff and increase the job satisfaction of employees.

. Introduction

Issues of work-life balance are receiving substantial attentionecause the present workforce, who mainly belongs to generation, considers quality of life as their main priority. Generation Yefers to those who were born between the late 1970s and thearly 1990s (Josiam et al., 2010). Unlike previous generationsf employees, Generation Y people are more concerned aboutnjoying their careers, and achieving work-life balance and equityn the workplace (Broadlbride et al., 2007). They do not want worko dominate their lives, and they value their non-work time andare more for the quality of their lives (Kerslake, 2005). In China,0-year-old employees suffer from extreme pressure. One survey

ndicates that more than 64% of employees below 35 years old facehree main pressures, namely, work-life balance conflict, studyressure, and competitive pressure (The Women’s Federation,007). Most young people are caught in between work and family.hey tend to marry late because they consider housing a big prob-em along with economic problems and work-life conflicts. When

arried couples finally have a child, they experience the stresselated to being new-parents, cost of kindergarten, and sendingnd picking up kids from school. In addition, most people at the agef 30 come from one-child families, and have the duty to take caref their parents and grandparents, especially when the elders areick or injured. As a result, marriage, work, and family are sources

f great pressure that the 30-year-olds face. These people needork-family friendly policies and support. This study, therefore,

ims to explore the relationships among work-family supportive

∗ Tel.: +86 631 5897267; fax: +86 631 5688289.E-mail addresses: konghaiyan@sdu.edu.cn, haiyan.kong@tom.com

278-4319/$ – see front matter © 2012 Elsevier Ltd. All rights reserved.ttp://dx.doi.org/10.1016/j.ijhm.2012.09.006

© 2012 Elsevier Ltd. All rights reserved.

supervisors, job involvement, and satisfaction of work force inChina. The participants in this study belong to this generation Y.

In western countries, several work-life balance approaches areused as strategic human resources management tools to retainqualified staff (Wong and Ko, 2009). In contrast, little attentionis given to employees in China despite their substantial workand household responsibilities (Allen, 2001; Bond et al., 1998;Gilbert et al., 1994). This situation requires the implementationof family-friendly programmes to meet such needs of the work-force.

Career competencies are increasingly becoming important inthe present dynamic work environment. Arthur et al. (1995) sug-gest that personal competencies should reflect different forms ofknowing. Career competencies can be categorized into three types,namely, “knowing why,” “knowing whom,” and “knowing how”competencies. The first category relates to career motivation, per-sonal meaning, and identification. The second category concernscareer-relevant networks and contacts. The third category involvescareer-relevant skills and job-related knowledge. Although careercompetencies are critical for both organizations and individuals,studies of such competencies are mostly theoretical (e.g., Arthuret al., 1995; DeFillippi and Arthur, 1994). To date, there is littlesystematic empirical research on this issue (Eby et al., 2003). Pub-lished studies focus on three areas, which are the conceptualizationof career competencies (Arthur et al., 1999; Inkson and Arthur,2001), ways to improve them (Sturges et al., 2003), and the relation-ship between career competencies and success (Eby et al., 2003).The study of Kong et al. (2011) examines the mediating effect of

career competencies between the relationship of organizationalcareer management and employee career satisfaction. However,only a few studies explore the determinants of career competen-cies.

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Most studies on work-family support focus on the relation-hip between work-life balance and retention strategies (Deery,008), employee work-family conflict and strain (Thomas andanster, 1995), job satisfaction and organizational commitment

Allen, 2001), and the influence of work-family balance on femaletaff (Ng and Fosh, 2004). Organizational family-friendly policiesre positively related to employee work-family balance (Lu et al.,009), while family plays an important role in individual careeronsequences and competencies (Shaffer et al., 2012). This study,herefore, aims to explore the influence of the work-family support-ve supervisor on career competencies and the influence of careerompetencies on job involvement and job satisfaction.

. Literature review

.1. Relationship between work-family supportive supervisor andareer competencies

A family-friendly work environment plays an important role inaising morale, and attracting and retaining a dedicated workforceAllen, 2001). Thomas and Ganster (1995) pose that a family-upportive work environment consists of two major components,hich are family-supportive policies and family-supportive super-

isors. Both components are critical to balancing work and personalife. The supportive supervisor is one who empathizes with theesire of employees to seek balance between work and fam-

ly responsibilities (Thomas and Ganster, 1995). A family-friendlyork environment has several positive effects on employee work

nd life. For example, Thomas and Ganster (1995) found thatork-family support programmes (except ‘program’ in comput-

rs), especially having supportive supervisors, is positively relatedo the employee job satisfaction and family matters. With theelp of supportive supervisors, employees are able to balance lifend work, and concentrate on career management. A support-ve relationship with superiors and networks maximizes careeruccess (Ferris et al., 2000; Igbaria and Wormley, 1992). Individ-als devote themselves to career management, and ultimately,chieve high career competencies because of high quality familyupportive management. Based on this discussion, it is predictedhat:

1. There is a positive relationship between a work-family sup-ortive supervisor and career competencies.

.2. Relationship between career competencies and jobnvolvement

Career competencies have an influence on job involvement. Jobnvolvement refers to the cognitive or belief state of psychologi-al identification with one’s job (Kanungo, 1982). Individuals withigh career competencies tend to achieve a high level of job involve-ent because “knowing why” career competencies may inspire the

nternal motivation of individuals. Employees with high internalotivation tend to be involved in their jobs because they have inner

esires to devote more effort to their jobs (Brown, 1996). Whenmployees feel that a job can satisfy their needs for acquiring com-etence, the sense of satisfaction can encourage them to exert moreffort, and thus further increase job involvement (Hall and Lawler,970). In addition, individuals with higher career competenciesan rise to higher levels of job performance (Moss et al., 2007)y challenging obsolete practices, proposing creative suggestions,

ntroducing novel practices, and developing additional skills (Tettnd Burnett, 2003). Employees with a high score in job performancesually acquire relatively higher levels of performance appraisalsnd feedbacks compared to their peers from their supervisors or

ty Management 33 (2013) 304–309 305

managers. The higher appraisals, in turn, encourage employees tobe further involved in their jobs. Hence, it is predicted that:

H2. There is a positive relationship between career competenciesand job involvement.

2.3. Relationship between career competencies and jobsatisfaction

Job satisfaction is a pleasurable or positive emotional stateresulting from the appraisal of one’s job or job experience (Locke,1976). Robbins and Coulter (1996) define it as the general atti-tude of employees towards their job. People with high careercompetencies of “knowing why,” “knowing whom,” and “knowinghow” set career goals, identify jobs they are interested in (Suutariand Makela, 2007), build networks, and develop job-related skills(Arthur et al., 1999). All these traits lead to a high level of job satis-faction. For example, people who score high on “knowing why”competencies usually have realistic career expectations, knowl-edge of their strengths and weaknesses, and specific career goals(London, 1993; Noe et al., 1990). People who know themselves wellexhibit a very strong career identity. In contrast, people with high“knowing how” competencies tend to seek regular training anddevelopment opportunities to acquire transferable skills (Banai andHarry, 2004). Variety and clarity of skills are important predictorsof job satisfaction (Li and Tse, 1998). “Knowing whom” competen-cies facilitate individuals to stay on top of new developments andapproaches (Higgins and Kram, 2001), and to obtain a good reputa-tion and image for a new business (Lado et al., 1992). In addition, arecent study found that individuals with high scores on career com-petencies achieve higher levels of career satisfaction (Kong et al.,2011). Employees who are satisfied with their careers psychologi-cally identify with their career, and consequently, with their currentjob. Together, these theoretical predictions and empirical findingslead to the third hypothesis:

H3. There is a positive relationship between career competenciesand job satisfaction.

2.4. Relationship between a work-family supportive supervisorand job involvement, and job satisfaction

The presence of a supportive supervisor represents the effortof the organization to look after workers with family respon-sibilities. Organizational supportive activities reduce the stressworkers experience from work-family conflicts, and contribute tothe high productivity of employees (Clifton and Shepard, 2004).When employees perceive their supervisor is family-supportive,they tend to feel more psychologically comfortable, and to devotethemselves to their jobs. Psychological climates, such as supportivemanagement, contribute positively to job involvement and job sat-isfaction (Biswas, 2011; Brown and Leigh, 1996). Work-life balancepractices such as having a family-friendly work supervisor, is posi-tively related to employee job satisfaction (Deery, 2008; Thomasand Ganster, 1995). Several studies suggest the positive effectsof supervisor support on the organizational commitment and jobsatisfaction of employees (Allen, 2001; Biswas, 2011). Hence, it ispredicted that:

H4. There is a positive relationship between work-family support-ive supervisor and job involvement.

H5. There is a positive relationship between work-family support-ive supervisor and job satisfaction.

Fig. 1 shows the proposed framework.

306 H. Kong / International Journal of Hospitali

Work-family

Supportive

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Fig. 1. The proposed framework.

. Research methodology

.1. Target respondents

The present study aims to explore the perceptions of work-lifealance issuers and career competencies of generation Y. Hence,ajority of the participants for the survey were born between late

970s and early 1990s. Quantitative research methodology wassed to test the theoretical model. The study utilized a survey ques-ionnaire to gather data. The target respondents of the current studyere hotel employees who worked in four or five star hotels inhina. The respondents were varied in terms of education level, jobosition, and work area. Information about family life, employmenttatus, and working experience of the participants were collecteds well. To collect varied data, the survey was administered in 21rovinces.

The participants consisted of 46% males and 54% females. Overalf of the respondents were single (54.9%), while 42.9% were mar-ied. Most of the employees surveyed (97.1%) were aged between0 and 35, while the others were between the ages of 36 and 45.ver 85.7% completed college-level education or above, which indi-ated that a large proportion was well educated. Approximately4.8% of the respondents had two to six years of work experi-nce in the hospitality industry; 12% had more than eight yearsf hotel management experience in four or five star hotels. Most ofhe participants worked as full-time employees in the hotels. Theyenerally had a wide range of duties and served in the food andeverage, sales and marketing, housekeeping, front office, humanesources, accounting, security, engineering, public relations, pur-hasing, recreation, or other departments.

.2. Data collection

A pilot test was conducted to assess the length, clarity, scaleeliability, content, and validity of questionnaire. More than 110otel employees participated in the pre-test and contributed usefulomments on the instrument scale. Necessary modifications wereade based on the feedback on the pilot test. Factor analysis was

onducted to make the research instrument more compact and reli-ble. Exploratory factor analysis (EFA) with varimax rotation wasonducted to test the internal consistence of the scales. The EFAutput suppressed two items of job involvement construct withactor loadings of less than 0.40. These two items were, “Usually Ieel detached from my job,” and “To me, my job is only a small partf who I am.” The remaining items represented the rating scale well,nd these items were used in the main survey.

The main survey was conducted nationwide with the targetample of hotel employees in China. Out of the 1500 questionnaires

istributed, 1090 completed forms were returned. The data werecreened to ensure that the dataset met the requirements for SEMnalysis. After the deletion of missing data and outliers, 1012 valid

ty Management 33 (2013) 304–309

questionnaires were retained. Upon testing, the data were found tofollow a multivariate normal distribution.

3.3. Instrument measurement

The perception of a family-supportive supervisor was measuredby using the nine-item measure developed by Thomas and Ganster(1995). The measure indicated the self-reported perceptions ofemployees of the extent to which their supervisors providedfamily-supportive activities. The sample items included “Switchedschedules (hours, overtime hours, vocation) to accommodate myfamily responsibilities,” and “Listened to my problems.” In termsof the measurement scale of career competencies, Eby et al. (2003)identified the relevant variables of career competencies for West-ern countries. Kong (2010) later refined the study of Eby to fit thecontext of China. This study adopted the refined items to mea-sure the career competencies of hospitality employees in China.The sample items included “I seek out opportunities for continu-ous learning in my career,” and “I have a diversified set of job relatedskills.” Job involvement was measured based on the items adoptedfrom Kanungo (1982). The sample items included “The most impor-tant things that happen to me involve my present job,” and “I amvery much involved personally in my job.” This study measuredemployee job satisfaction from six facets, which included the workitself, promotion, income, supervision, co-workers, and job in gen-eral (Balzer et al., 1997; Smith et al., 1969). All the items weremeasured using a seven-point Likert-type scale that ranged from 1(disagree strongly) to 7 (agree strongly).

3.4. Data analysis method

Structural equation modelling (SEM), using AMOS software, wasapplied in data analysis. This study adopted a two-stage approachto SEM as this approach enjoys comparative advantages over theone-step approach when a theory is only tentative (Anderson andGerbing, 1988). First, the measurement model was examined byconducting exploratory factor analysis (EFA). Confirmatory factoranalysis (CFA) was done to purify the measurement indicators, andto specify the relationships between the observed indicators andthe constructs. Second, the structural model was assessed to spec-ify the relationships among the latent variables. A more reliablemeasure can be secured in the sense that interaction between themeasurement and the structural model may be avoided.

4. Results

4.1. Individual measurement model

4.1.1. EFA of measurement modelAssessing the generalizability of the results of a model to the

population is very important. To evaluate the degree of gener-alizability, cross-validation was conducted to prove that a datastructure was representative of the population. The most com-monly used method is to move the results to a confirmatoryperspective, and then assess the replicability of the results, eitherwith a split sample from the original data set or with a separatesample (Hair et al., 2009). If the sample size is large enough, thenthe researcher may randomly split the sample into two approxi-mately equal subsets, and assess the factor models for each subset.In this study, the large sample size permits cross validation withtwo equal subsets. Following the recommendation of Hair et al.(2009), the entire data set was split randomly into two subsets of

for validation (CFA).Scale reliability and EFA were first conducted to check the

underlying dimensions of measurement items. Varimax rotation

H. Kong / International Journal of Hospitality Management 33 (2013) 304–309 307

Table 1Results of EFA and reliability.

Item Fac. E.V V.E (%) ˛

Factor 1: Work-family Supportive Supervisor (WSS) 5.89 18.40 0.92WSS9: Showed resentment of my needs as a working parent 0.80WSS4: Juggled tasks or duties to accommodate my family responsibility 0.74WSS3: Was critical of my efforts to combine work and family 0.74WSS5: Shared ideas or advice 0.72WSS8: Was understanding or sympathetic 0.70WSS7: Helped me to figure out how to solve a problem 0.67WSS2: Listened to my problems 0.59WSS6: Held my family responsibilities against me 0.55WSS1: Switched schedules (hours, overtime hours, vocation) toaccommodate my family responsibilities

0.45

Factor 2: Career Competencies (CC) 5.02 15.70 0.90CC2: I have proactive personality 0.81CC1:I have clear career insight 0.80CC3: I am open to experience 0.73CC5: I have networks outside the hotel 0.63CC8: I have joined professional organizations related to my career 0.61CC4: I have networks within the hotel 0.59CC7: I have career-related skills 0.58CC6: I seek advice from mentor about my career development 0.54

Factor 3: Job Involvement (JI) 3.93 12.30 0.88JI8: Most of my personal life goals are job-oriented 0.73JI2: I consider my job to be very central to my existence 0.69JI5: Most of my interests are centred around my job 0.66JI6: I have very strong tie with my present job which would be verydifficult to break

0.66

JI4: I live, eat and breathe my job 0.62JI1: The most important things that happen to me involve my present job 0.52JI7: I like to be absorbed in my job most of the time 0.49JI3: I am very much involved personally in my job 0.45

Factor 4: Job Satisfaction (JS) 4.44 13.87 0.90JS2: I’m satisfied with my co-workers 0.67JS3: I’m satisfied with the income 0.64JS1: I’m satisfied with the supervision 0.62JS6: I’m satisfied with job in general 0.62JS5: I’m satisfied with work itself 0.61

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ac.=Factor, E.V = Eigenvalue, V.E = Variance Explained (%).

as conducted and an eigenvalue of 1.0 was adopted to determinehe factors with a cutoff factor loading of 0.40. The appropriatenessf EFA was confirmed by the Kaiser–Meyer–Olkin (KMO) mea-ure of sampling adequacy (0.95) and Bartlett’s test of sphericityp < 0.001).

The factor loadings of items ranged from 0.45 to 0.81, higherhan 0.40, which generated meaningful theoretical dimen-ions (Hair et al., 2002). All measurement items belongedo their own dimensions, with eigenvalues more than 1.0:1) work-family supportive supervisor (eigenvalue = 2.95,ariance explained = 24.61%); (2) career competencies (eigen-alue = 5.02, variance explained = 15.70%); (3) job involvementeigenvalue = 3.93, variance explained = 12.30%), and (4) job satis-action (eigenvalue = 4.44, variance explained = 13.87%). The scaleeliability ranged from 0.88 to 0.92, which exceeded the minimumtandard for reliability (0.70) as recommended by Nunnally (1978).herefore, the items comprising the four constructs were inter-ally consistent and stable, and together they formed a reliablecale. Hence, items were found to represent a satisfactory level ofnternal consistency within all constructs, and these items wereubsequently tested with CFA (Table 1).

.1.2. CFA of individual measurement modelThe CFA was conducted to examine individual measure-

ent models with the other subsamples. The goodness-of-fitndices of each measurement model indicated an acceptablet between the model and the sample data: (1) work-familyupportive supervisor measurement model (x2 = 219.54, df = 25,

0.55

CFI = 0.92, GFI = 0.91, RMSEA = 0.08); career competencies mea-surement model; (2) career competencies measurement model(x2 = 164.49, df = 18, CFI = 0.94, GFI = 0.93, RMSEA = 0.08); (3) jobinvolvement measurement model (x2 = 149.01, df = 17, CFI = 0.92,GFI = 0.93, RMSEA = 0.08); and (4) job satisfaction measurementmodel (x2 = 78.34, df = 7, CFI = 0.95, GFI = 0.94, RMSEA = 0.08). Aver-age variance extracted (AVE) was used to test both convergentvalidity and discriminant validity. The AVE value of the constructof work-family supportive supervisor, career competencies, jobinvolvement, and job satisfaction were 0.59, 0.52, 0.88, and 0.60,respectively. All the AVE values were greater than 0.50, which indi-cated a high level of convergent validity. In addition, the AVE of eachconstruct was greater than the squared correlation coefficients forthe corresponding inter-constructs, which suggested satisfactorydiscriminant validity (Fornell and Larcker, 1981). Thus, the pro-posed measurement model was found to fit the data well, and thereliability and validity of the model were satisfactory.

4.2. Overall measurement model

The overall measurement model was examined after testingthe fit and construct validity of each individual measure-ment model. The goodness-of-fit indices (x2 = 2303.05, df = 410,CFI = 0.92, GFI = 0.90, RMSEA = 0.07) indicated a fairly good fit

between the model and the sample data. As shown in Table 2, thereliability of each construct ranged from 0.88 to 0.92, with all val-ues exceeding 0.70. Hence, the overall measurement model fit thedata well.

308 H. Kong / International Journal of Hospitali

Table 2Correlations (squared correlation), reliability, AVE, and mean of overall measure-ment model.

Factor WSS CC JI JS

WSS 1.00CC 0.58 (0.34) 1.00JI 0.71 (0.50) 0.67 (0.45) 1.00JS 0.71 (0.50) 0.66 (0.44) 0.72 (0.51) 1.00Reliability 0.92 0.90 0.88 0.90AVE 0.59 0.52 0.51 0.60

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.3. Structural model

As the measurement model was found to be acceptable, theypothesized structural model was evaluated by using all theample data. The model fit indices were as follows: x2 = 2409.94,f = 407, CFI = 0.91, GFI = 0.90, and RMSEA = 0.07. The values indi-ated that the model represented a fit to the data. The resultsuggested that all structural path estimates were statistically sig-ificant (as indicated by C.R. >1.96) and validated. Fig. 2 showshe structural model associated with the standardized parameterstimates.

As shown in Fig. 2, the path coefficient value and significanceevel indicated that the structural paths were both positive and sig-ificant. Hence, all the direct positive relationships were supported.he model also proposed the mediating role of career competen-ies. The Sobel Test was used to examine the mediating effect ofareer competencies. The indirect effect coefficient (0.40, 0.21)nd t-value (9.02, 7.87) supported the mediating role of careerompetencies. Thus, all the proposed hypotheses were statisticallyignificant and supported.

.4. Theoretical and practical implications

The findings of this study indicate that a work-family support-ve supervisor contributes positively to career competencies, jobnvolvement, and job satisfaction. In addition to the direct influ-nce on job involvement and job satisfaction, career competencieslso play the roles of mediators. The results provide both academicnd practical implications.

Theoretically, this study contributes to the literature by examin-ng the influence of a work-family supportive environment on bothareer issues and job involvement. It represents a more balancedpproach to theoretical development by exploring work-familyalance issues in China. The findings enrich career systems byevealing the family-related factors on career competencies. This

tudy can serve as a foundation for future research that furtherxplores the influence of family support policies on both careernd job outcomes.

Work-family

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ig. 2. Final structural model with the estimated path coefficients and significantevel. Note: Parameter estimates significant at p < 0.01.

ty Management 33 (2013) 304–309

The findings of this study provide guidance to hotel man-agement. First, the results shed light in developing work-familysupportive policies. The results indicate that family-supportivesupervisor is an important predictor of employee career compe-tencies and job satisfaction. Employees who perceived that theorganization was more family-supportive enhanced more careercompetencies, and in turn experienced more involvement andmore job satisfaction than employees who perceived that theorganization was less family-supportive. This finding is consis-tent with previous studies that reported that the option of flexiblework schedules was rated as the benefit that employees valuemost (Rodgers, 1993; Wong and Ko, 2009). The results suggestthat work-family supportive policies of organizations may havegreat influence on employee career development, job attitudes,and involvement. Thus, one of the most effective ways for anorganization to respond to employee needs is the creation of afamily-supportive environment. For example, the organization canoffer flexible work options and child care-related benefits.

Second, the findings indicate that work-life balance practicesmay not only help to retain qualified staff but may also increasetheir job involvement and satisfaction. Therefore, managers shouldlisten to employees and appreciate their differences and needs.A policy encouraging feedback and suggestions from employeeson how to meet their needs of work-life balance should be wel-come. Several effective approaches such as flexible time schedule,baby-care policy, and daily flexitime, are recommended for hotelemployees. Understanding a work-family supportive environmenthelps retain qualified staff and enhances the competitive abilitiesof the organization.

Finally, this study also highlights the importance of careercompetencies in enhancing job involvement and job satisfac-tion. Career competencies contribute to career satisfaction andjob involvement. An effective family-friendly work environmenthelps the employees to develop specific career goals, improvecareer-relevant skills, and widen their career-related networks. Theenhancement of career competencies may in turn lead to high lev-els of job involvement and commitment among the work force.As career competencies works as a mediator between hotel careermanagement to employees’ career satisfaction and job satisfaction(Kong et al., 2012).

5. Limitation and future research

One limitation of this study is its use of convenience samp-ling method. Given that the participants were selected accordingto their accessibility, they may not have reflected a reasonablybroad sample of hotel employees. Future studies are encouragedto explore work-life balance issues by using probability samplingmethods. Another limitation is the use of self-reported data in thecross-sectional design. All participants filled out the questionnaireby themselves. Thus, there might be a possibility that some of themwere not truthful. This problem can lead to the unreliability of thedata. Further study can explore employee perception on work-lifebalance issues and career competencies from other perspectives,such as supervisors or family members.

This study examined the mediating role of career competenciesas a whole construct. Future research could expand this study byfurther exploring the direct and mediating effects of the three com-ponents: “knowing how,” “knowing whom,” and “knowing why.”An interesting topic is to test whether their mediating roles wouldbe different for different competencies.

The presence of a work-family supportive supervisor is posi-tively related to career and job outcomes. Therefore, determiningwhich work-life balance approach contributes most to employees isworthy for a future study. The findings provide detailed information

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or policy makers, and the specific designs help in meeting theeeds of employees. In addition, identifying the importance of fam-

ly friendly policies is useful for tailor-made policies.

cknowledgement

The author thanks the Ministry of Education of the People’sepublic of China, Planning Research Grant # 12YJA630051, forroviding support.

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