Performance-related pay and employees responses in the Chinese education system
MetadataShow full item record
Human resource management in the Chinese public sector has been largely under-researched. This study explores performance-related pay (PRP) practices and employees' responses to these practices in the Chinese education system. It concludes that the PRP scheme has been widely implemented in China and has been well received by Chinese high school teachers in terms of improving employee performance. Chinese high school teachers highly regard PRP for three reasons: first, PRP, as 'prize money', is believed to increase employee income; second, itemized performance criteria help reduce subjectivity; and third, small differences in PRP between employees mitigate unhealthy competition. This study adds to the knowledge base of PRP in the public sector.
Showing items related by title, author, creator and subject.
Influence of high performance work systems on employee subjective well-being and job burnout: empirical evidence from the Chinese healthcare sectorFan, David; Cui, L.; Zhang, M.; Zhu, C.; Hartel, C.; Nyland, C. (2014)Over the last two decades, high performance work systems (HPWSs) research has been dominated by examining the effects of these systems on firm performance. Research on the impact of HPWSs on employees has been marginalised. ...
Huang, B.; Shen, Jie (2011)Human resource management in the Chinese public sector has been largely under-researched. This study explores performance-related pay (PRP) practices and employees' responses to these practices in the Chinese education ...
Staying and performing: How human resource management practices increase job embeddedness and performanceTian, Amy; Cordery, J.; Gamble, J. (2016)Purpose – The purpose of this paper is to empirically examine the effect of human resource management (HRM) practices on employees’ organisational job embeddedness and job performance. Following the ability-motivation-opportunity ...