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    Performance-related pay and employees responses in the Chinese education system

    Access Status
    Fulltext not available
    Authors
    Huang, B.
    Shen, Jie
    Date
    2011
    Type
    Journal Article
    
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    Citation
    Huang, B. and Shen, J. 2011. Performance-related pay and employees responses in the Chinese education system. International Journal of Comparative Labour Law and Industrial Relations. 27 (1): pp. 95-107.
    Source Title
    International Journal of Comparative Labour Law and Industrial Relations
    ISSN
    0952-617X
    URI
    http://hdl.handle.net/20.500.11937/62062
    Collection
    • Curtin Research Publications
    Abstract

    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.

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