Retaining and motivating employees:Compensation preferences in Hong Kong and China

Randy K CHIU; Vivienne WaiMei Luk; Thomas LiPing Tang

doi:10.1108/00483480210430346

Retaining and motivating employees:Compensation preferences in Hong Kong and China

Randy K CHIU, Vivienne WaiMei Luk, Thomas LiPing Tang

Research output: Contribution to journal › Article › peer-review

113 Citations (Scopus)

Abstract

This paper reports two studies involving data collected from 583 participants in Hong Kong and 121 participants in the People's Republic of China (PRC), and examines the most popular compensation components offered by organizations to employees and participants’ perceptions regarding the five most important compensation components to retain and motivate people in Hong Kong and PRC, respectively. Results suggested that in Hong Kong, base salary, merit pay, yearend bonus, annual leave, mortgage loan, and profit sharing were the most important factors to retain and motivate employees. In China, base salary, merit pay, yearend bonus, housing provision, cash allowance, overtime allowance, and individual bonus were the most important factors to retain and motivate employees. Results are discussed in light of economic, geographic, and culturerelated factors.

Original language	English
Pages (from-to)	402-431
Number of pages	30
Journal	Personnel Review
Volume	31
Issue number	4
DOIs	https://doi.org/10.1108/00483480210430346
Publication status	Published - 1 Aug 2002

Scopus Subject Areas

Applied Psychology
Organizational Behavior and Human Resource Management

User-Defined Keywords

Compensation
Employees
Hong Kong
Motivation
People's Republic of China
Retention

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10.1108/00483480210430346

Cite this

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title = "Retaining and motivating employees:Compensation preferences in Hong Kong and China",

abstract = "This paper reports two studies involving data collected from 583 participants in Hong Kong and 121 participants in the People's Republic of China (PRC), and examines the most popular compensation components offered by organizations to employees and participants{\textquoteright} perceptions regarding the five most important compensation components to retain and motivate people in Hong Kong and PRC, respectively. Results suggested that in Hong Kong, base salary, merit pay, yearend bonus, annual leave, mortgage loan, and profit sharing were the most important factors to retain and motivate employees. In China, base salary, merit pay, yearend bonus, housing provision, cash allowance, overtime allowance, and individual bonus were the most important factors to retain and motivate employees. Results are discussed in light of economic, geographic, and culturerelated factors.",

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AU - LiPing Tang, Thomas

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AB - This paper reports two studies involving data collected from 583 participants in Hong Kong and 121 participants in the People's Republic of China (PRC), and examines the most popular compensation components offered by organizations to employees and participants’ perceptions regarding the five most important compensation components to retain and motivate people in Hong Kong and PRC, respectively. Results suggested that in Hong Kong, base salary, merit pay, yearend bonus, annual leave, mortgage loan, and profit sharing were the most important factors to retain and motivate employees. In China, base salary, merit pay, yearend bonus, housing provision, cash allowance, overtime allowance, and individual bonus were the most important factors to retain and motivate employees. Results are discussed in light of economic, geographic, and culturerelated factors.

KW - Compensation

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Retaining and motivating employees:Compensation preferences in Hong Kong and China

Abstract

Scopus Subject Areas

User-Defined Keywords

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