Abstract
The research for this article surveyed 583 professional employees in Hong Kong and 121 managers of overseas companies operating in People’s Republic of China and identified the five most popular compensation components to attract and motivate employees. People in Hong Kong identified base salary, merit pay, year-end bonus, annual leave, mortgage loans and profit sharing as the most important components for attracting and motivating employees. Employees in People’s Republic of China cited base salary, year-end bonus, merit pay, housing provisions, annual leave and individual bonus as the most important components to attract and motivate employees. Because of a number of cultural and socioeconomic factors, the cash mentality is still a very important factor in attracting and motivating employees in Hong Kong and People’s Republic of China.
| Original language | English |
|---|---|
| Pages (from-to) | 66-72 |
| Number of pages | 7 |
| Journal | Compensation and benefits review |
| Volume | 33 |
| Issue number | 3 |
| DOIs | |
| Publication status | Published - May 2001 |
UN SDGs
This output contributes to the following UN Sustainable Development Goals (SDGs)
-
SDG 8 Decent Work and Economic Growth
Fingerprint
Dive into the research topics of 'Hong Kong and China: The Cash Mentality Revisited'. Together they form a unique fingerprint.Cite this
- APA
- Author
- BIBTEX
- Harvard
- Standard
- RIS
- Vancouver