Relevant bibliographies by topics / Employee motivation – China

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Employee motivation – China'

Author: Grafiati
Published: 4 June 2021
Last updated: 17 February 2022

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Journal articles on the topic "Employee motivation – China"

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Hitka, Miloš, Zoltán Rózsa, Marek Potkány, and Lenka Ližbetinová. "FACTORS FORMING EMPLOYEE MOTIVATION INFLUENCED BY REGIONAL AND AGE-RELATED DIFFERENCES." Journal of Business Economics and Management 20, no. 4 (May 20, 2019): 674–93. http://dx.doi.org/10.3846/jbem.2019.6586.

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The aim of the paper is to define and quantify the differences in employee motivation depending upon the selected regions and the age of employees. The research was carried out in 2017. Sampling unit consisted of 7,594 respondents – employees from the selected eastern European countries, members of the European Union, mainly the Slovak and Czech Republic, as well as selected regions outside the European Union, Russia and China. Data gathered from the questionnaires were evaluated using descriptive statistics and tested by Tukey's HSD at the level of significance of 5%. The ANOVA Variance Analysis was used to compare each sampling unit in relation to the age and the country. Most of the differences in motivation factors were found in the countries of China and Russia. It can be due to different cultural values, especially because of the power gap and the preferred principle of seniority and collectivism in China. Differences in the level of motivation, i.e. motivation factors especially in relation to the age were observed in the analysed regions. Incentive plans for intercultural teams in order to enable employers to choose motivation factors effectively were designed following the conclusions presented in the paper. Fundamental patterns of cultural differences as well as age-related differences predicting motivational preferences can be taken into consideration when selecting the motivation factors.
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Graves, Laura M., Joseph Sarkis, and Qinghua Zhu. "How transformational leadership and employee motivation combine to predict employee proenvironmental behaviors in China." Journal of Environmental Psychology 35 (September 2013): 81–91. http://dx.doi.org/10.1016/j.jenvp.2013.05.002.

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Miao, Siyuan, Jaehoon Rhee, and In Jun. "How Much Does Extrinsic Motivation or Intrinsic Motivation Affect Job Engagement or Turnover Intention? A Comparison Study in China." Sustainability 12, no. 9 (May 1, 2020): 3630. http://dx.doi.org/10.3390/su12093630.

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In recent years, the employee turnover rate for China’s youth labor market has been increasing, thus sparking many social issues. By incorporating social cognitive career theory, cognitive evaluation theory and a job demands-resources model, this study aims to compare levels of employee job engagement and examine the roles of motivation in enhancing job engagement and lowering turnover intention. Further, we try to reveal the moderating effects of feedback and self-efficacy in these processes. The research was divided into two stages. In December 2017, the survey was distributed to new employees in China with a total of 409 samples. A second survey was then distributed to the same respondents one year later. The data collection for stage 2 was completed in February 2019 with a sample size of 245. The empirical results showed that only self-efficacy moderated intrinsic motivation for job engagement. Both feedback and self-efficacy negatively moderated the influence of extrinsic motivation and positively moderated the influence of intrinsic motivation on turnover intention. The findings suggest that the key to improve employee engagement relies on maintaining their intrinsic motivation. In conclusion, implications for retaining talented young employees and suggestions for future research are discussed.
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Duan, Jinyun, Chanzi Bao, Caiyun Huang, and Chad Thomas Brinsfield. "Authoritarian leadership and employee silence in China." Journal of Management & Organization 24, no. 1 (January 18, 2017): 62–80. http://dx.doi.org/10.1017/jmo.2016.61.

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AbstractWe examine the relationship between authoritarian leadership and employee silence behaviour with 324 employees in 16 state-owned manufacturing enterprises in China. We draw from theories of motivation and person–environment fit to explain the mediating roles of psychological safety and organization-based self-esteem, and the moderating effects of power distance orientation. Regression analyses show that authoritarian leadership has a positive relationship with employee silence behaviour. Mediation analyses show that both psychological safety and organization-based self-esteem partially mediate the relationship between authoritarian leadership and employee silence. Moderation analysis revealed that the direct relationship between authoritarian leadership and employee silence behaviour is stronger for employees with high (as opposed to low) power distance orientation. Additionally, moderated-mediation analyses show that the mediating effects of both psychological safety and organization-based self-esteem are stronger for employees with low (as opposed to high) power distance orientation. Implications for theory and practice are discussed.
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Wang, Guomeng, Huiming Huang, and Quanquan Zheng. "Effect of Chinese Employees' Emotional Creativity on their Innovative Performance." Social Behavior and Personality: an international journal 43, no. 7 (August 16, 2015): 1147–60. http://dx.doi.org/10.2224/sbp.2015.43.7.1147.

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On the basis of the social constructivist theory of emotion, we examined the relationship between employees' emotional creativity and innovative performance in the Chinese business environment, as well as the mediating or moderating roles of intrinsic motivation and supervisors' support for employee creativity in this relationship. Participants were 546 supervisor–subordinate dyads employed at 18 enterprises in the areas of Changsha, Guangzhou, Nanjing, Hangzhou, and Shanghai in China. We performed factor analysis, correlation analysis, and regression analysis of the collected data, and found that employees' emotional creativity had significant effects on their innovative performance, and that their intrinsic motivation played a mediating role in the relationship between emotional creativity and innovative performance. We also found that the supervisors' support for employee creativity positively moderated the relationship between emotional creativity and intrinsic motivation. In addition, the supervisors' support for creativity acted as a mediated moderator of the relationship between employees' emotional creativity and innovative performance.
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Liu, Chang-E., Yahui Chen, Wei He, and Jie Huang. "Supervisor incivility and millennial employee creativity: A moderated mediation model." Social Behavior and Personality: an international journal 47, no. 9 (September 3, 2019): 1–11. http://dx.doi.org/10.2224/sbp.8365.

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Mitigating the detrimental impact of workplace incivility on employee performance and boosting millennial employee creativity are 2 common challenges for organizations around the world. Drawing on self-determination theory and social identity theory, we examined the roles of intrinsic motivation and perceived insider status in the relationship between supervisor incivility and millennial employee creativity. With data collected from 481 millennial employees in China, we found strong support for a moderated mediation model, in which the negative relationship between supervisor incivility and millennial employee creativity was mediated by intrinsic motivation, such that the mediating relationship was strengthened for employees with a low level of perceived insider status and weakened for employees with a high level of perceived insider status. We discuss the theoretical and practical implications of these findings.
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Zhu, Yanhan, and Wenjie Li. "Proactive personality triggers employee resilience: A dual-pathway model." Social Behavior and Personality: an international journal 49, no. 2 (February 4, 2021): 1–11. http://dx.doi.org/10.2224/sbp.9632.

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The many uncertainties and challenges during an employee's career journey have stimulated growing scholarly interest in developing employee resilience to cope with them. Adopting an intrapersonal perspective, we extended self-determination theory to the resiliencebuilding context and explored the means by which proactive personality influences employee resilience. Using data obtained from a sample of 650 adults employed in workplaces in Mainland China, we found that proactive personality facilitates employee resilience via increasing work-related promotion focus and perceived insider identity. Our results provide insight into the development of employee resilience from a personality perspective through two different types of workrelated motivation. The findings also have practical implications for managers of organizations seeking alternative elements for future employee resilience interventions.
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Aryee, Samuel, Fred O. Walumbwa, Reuben Mondejar, and Chris W. L. Chu. "Core Self-Evaluations and Employee Voice Behavior." Journal of Management 43, no. 3 (July 9, 2016): 946–66. http://dx.doi.org/10.1177/0149206314546192.

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We used data obtained from customer contact employees in the People’s Republic of China to test a moderated mediation model of the processes through which core self-evaluations (CSE) influence voice behavior. Specifically, we examined personal control and approach/avoidance motivation as psychological pathways and procedural justice perceptions as a moderator of the CSE–voice behavior relationship. As predicted, our results revealed that CSE related to employee voice behavior indirectly through personal control and approach motivation but not avoidance motivation. Furthermore, and consistent with our prediction, results showed that procedural justice perceptions moderated the mediated influence of both personal control and approach motivation on the CSE–voice behavior relationship such that this relationship is stronger when procedural justice perceptions are high but not low. We discuss the implications of these findings in terms of explanatory frameworks for understanding the documented effects of CSE on employee work outcomes.
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Xu, Yu-Jie, Syarifah Mastura B. Syed Abu Bakar, and Waqas Ali. "Role of Public Service Motivation, Organization Values and Reward Expectation on Performance of Public Sector Employees in Henan, China." International Journal of Human Resource Studies 9, no. 4 (November 15, 2019): 231. http://dx.doi.org/10.5296/ijhrs.v9i4.15829.

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The main objective of this study is to investigate the role of public service motivation, organization value and reward on performance of public sector employee in the Henan, China. Data is collected from adopted instrument from earlier studies. The researcher has collected data from 396 respondents by using online survey and self-administrative collection method. For analysis of data, SPSS and SmartPLS software were used. It has been concluded that role of organization values does not have a relationship with the performance of employees. The public service motivation and reward expectation plays an important role in employee job performance. The researcher found that earlier researchers’ assumption, the non-monetary benefits in public sector job least important are not valid in context of China Public sector employees. This research concludes that the employees who are working in public sector always look for both monetary and non-monetary benefits.
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Jiang, Jing, Yanan Dong, Bin Li, Huimin Gu, and Larry Yu. "Do feelings matter? The effect of leader affective presence on employee proactive customer service performance." International Journal of Contemporary Hospitality Management 32, no. 7 (May 11, 2020): 2305–23. http://dx.doi.org/10.1108/ijchm-06-2019-0538.

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Purpose Applying affect-as-information theory, this research analyzed the relationship of leader affective presence and employee proactive customer service performance (PCSP) in hospitality organizations. It further explored when and how leader affective presence influenced employee PCSP. Design/methodology/approach Taking a sample of 110 teams with 361 pairs of leaders and employees in Chinese hotels, a moderated mediation model was tested across individual and team levels using hierarchical linear modeling. Findings This study found that leader positive affective presence (LPAP) had a positive effect on employee PCSP, whereas leader negative affective presence (LNAP) had a negative effect on employee PCSP. Employee prosocial motivation mediated the relationship between leader affective presence and employee PCSP. The employee power distance value weakened the LNAP–employee prosocial motivation relationship, which subsequently mitigated the negative indirect effect of LNAP on employee PCSP through employee prosocial motivation. Research limitations/implications The sample was drawn from one hotel group in China, which may limit external validity. Practical implications Hospitality organizations should emphasize the affective traits of leaders in employee initiatives. Leader affective presence should be considered during recruitment and promotion. Management should pay more attention to employee emotional management and value alignment. Originality/value The findings provide deeper insight into the role of LPAP and LNAP in influencing employees’ PCSP. It sheds new light on the mechanisms and conditions through which leader affective presence might heighten or hinder employee PCSP.
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Dissertations / Theses on the topic "Employee motivation – China"

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Chan, Kit-wan Amy. "A study on the organizational climate in Hong Kong and China offices of BASF China /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18830560.

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Chan, Kit-wan Amy, and 陳潔雲. "A study on the organizational climate in Hong Kong and China offices of BASF China." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31267865.

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Lee, Wai-si Cecilia, and 李維施. "Motivation in the Auxiliary Police Force: a test of Herzberg's two factor theory." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974508.

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Tsang, Kwok-chuen, and 曾國全. "Motivation of property management site staff." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31969239.

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Tsang, Katherine, and 曾凱蓮. "Job satisfaction of the labour officer grade in the 1990s: a study of the application of the Herzberg's theory." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1991. http://hub.hku.hk/bib/B3196395X.

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Leung, Wei Lue. "Individualism, organisational identification and performance : evidence from Southern China." HKBU Institutional Repository, 2019. https://repository.hkbu.edu.hk/etd_oa/632.

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Applying the theoretical perspective of organisational identification (OI), in this thesis I explore how rising individualistic cultural values (ICVs) of employees affect their work performance in service industry of South China. I consider leader-member exchange (LMX) and its moderating effect on the association between rising ICVs and OI of employees, which may affect their performance. The hypotheses are tested using data collected from a large Hong Kong owned organisation in the hospitality industry in South China. The data show that ICV has a negative relationship with OI, which in turn can cause poorer employee performance of young generation workforce. The data also show that a relationship approach such as LMX can moderate the negative association between ICV and OI. From the empirical findings, there are practical implications for people management in South China business operations.
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Wong, Tung-kwong Herman. "Materialism and motivation towards compensation in Hong Kong civil servants." Click to view the E-thesis via HKUTO, 2006. http://sunzi.lib.hku.hk/hkuto/record/B36409893.

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Wong, Tung-kwong Herman, and 黃東光. "Materialism and motivation towards compensation in Hong Kong civil servants." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B36409893.

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Yü, Ying-siu, and 余瑛韶. "Employee motivation and satisfaction in different organizational levels: a study of banking industry in HongKong in transition to 1997." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266927.

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Cheung, Yuen-mui Jeice, and 張元妹. "A study of the motivation of clerical officers in the Hong Kong Polytechnic University." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31964722.

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Books on the topic "Employee motivation – China"

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Xu, Jiyuan. Chinesische Soziokultur als Grundlage der Personalführung. Frankfurt Main: Lang, 2007.

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Tao, Tian, and Wu Chunbo. Huawei Story. SAGE Publications, Incorporated, 2016.

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Huawei Story. SAGE Publications India Pvt, Ltd., 2014.

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Book chapters on the topic "Employee motivation – China"

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"Employee Motivation in Chinese Hotels." In Tourism and Hotel Development in China, 255–74. Routledge, 2013. http://dx.doi.org/10.4324/9780203048320-18.

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Zhou, Yanghua. "Expatriate Satisfaction and Motivation in Multinational Corporations." In Global Market and Global Trade [Working Title]. IntechOpen, 2021. http://dx.doi.org/10.5772/intechopen.97046.

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Employee satisfaction and motivation have an important influence on individual employees and the performance of companies. In international business and marketing, where expatriates play important roles, regional cultures and institutional factors impact their satisfaction and motivation. This chapter aims to find out what kind of regional cultures and institutions have an impact on employee satisfaction and motivation in multinational corporations (MNCs), using theoretical analysis and the results from around 100 Japanese expatriates’ questionnaires. It was possible to find the satisfaction and motivation-related characteristics of expatriates in MNCs from the results of their interviews and the questionnaire survey, which indicated that Japanese expatriates working in the USA, Singapore, and Indonesia had a higher job satisfaction degree than those working in cultural regions, such as China, Taiwan, and Australia. Moreover, the results showed that compared with other industries, in the sales and marketing industry, the Japanese expatriates had the lowest satisfaction degree after repatriation, although their satisfaction degree was higher during expatriation and after a career change. The reasons relating to regional cultures and institutions, and some methods and human resource management practices in international marketing and trading that were analyzed are expected to raise expatriates’ satisfaction and motivation.
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Chang, Yu-Wei, Ping-Yu Hsu, Wen-Lung Shiau, and Yun-Shan Cheng. "The Effects of Individual and National Cultures in Knowledge Sharing." In Information Diffusion Management and Knowledge Sharing, 513–32. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0417-8.ch025.

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A major challenge for multinational companies is to motivate employees with different individual cultural characteristics and national cultures to share knowledge. Although comparative studies across different countries have been conducted, little is known about the effects of individual cultural differences in this context. The purpose of this study is to investigate the effects of individual and national cultures in knowledge sharing. The individual cultural characteristics of power distance, individualism/collectivism, and uncertainty avoidance are incorporated into the model as antecedents of knowledge-sharing motivations (organizational rewards, image, and reciprocal benefits). National cultural differences are examined by subjects conducted in the U.S. and China. Results show that power distance is significantly related to reciprocal benefits for the U.S. but not for China. Individualism/collectivism is related to organizational rewards and image for the U.S. but not for China, while individualism/collectivism is significantly related to reciprocal benefits for China but not for the U.S. Uncertainty avoidance is significantly related to reciprocal benefits for the U.S. but not for China. This study provides knowledge-sharing practices and managements for multinational companies attempting to motivate U.S. and Chinese employees to share knowledge.
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Chang, Yu-Wei, Ping-Yu Hsu, and Wen-Lung Shiau. "National Culture on Knowledge Sharing in the U.S. and China." In Advances in Library and Information Science, 81–108. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-1786-4.ch004.

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A major challenge for multinational companies is how to motivate employees with different individual cultural characteristics and national cultures to share knowledge. The purpose of this study is to investigate the effects of individual and national cultures on knowledge sharing. Individual cultural characteristics are incorporated into the model as antecedents of knowledge-sharing motivations (organizational rewards, image, and reciprocal benefits). National cultural differences are examined by conducting studies with subjects in the U.S. and China. The results show that power distance is significantly related to reciprocal benefits in the U.S. but not in China. Individualism/collectivism is related to organizational rewards and image in the U.S. but not in China, while individualism/collectivism is significantly related to reciprocal benefits in China but not in the U.S. Uncertainty avoidance is significantly related to reciprocal benefits in the U.S. but not in China. This study provides knowledge-sharing practices and management implications for multinational companies.
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Williams, Michael. "Destination Qiaoxiang." In Returning Home with Glory. Hong Kong University Press, 2018. http://dx.doi.org/10.5790/hongkong/9789888390533.003.0001.

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Using the 1913 huaqiao built community hall of the village of Chung Kok in Long Du, Zhongshan as an illustration, this opening chapter lays the foundation of the qiaoxiang perspective that is the theme of this work. The case study nature of this history is explained and justified. Definitions of words used from both Chinese and English are given and the timeframe of the work outlined. The range of sources employed from archives to oral history and from the villages of south China and around the Pacific are appraised. A chapter by chapter review of the work is given and it is explained how the history of the development of the huaqiao pattern and the significance of the qiaoxiang perspective will be discussed and expanded upon. In particular it is argued that diaspora and transnational concepts fail to reveal the motivations of the individual participants of history in academic imperatives for generalisation and theoretical constructs.
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Conference papers on the topic "Employee motivation – China"

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Sun, Rui, and Naijing Wang. "Empirical Research on Organizational Climate for Innovation, Extrinsic Motivation and Employee Innovation in China." In 2009 International Symposium on Information Engineering and Electronic Commerce. IEEE, 2009. http://dx.doi.org/10.1109/ieec.2009.166.

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Sun, Rui, and Guoquan Chen. "Empirical Research on Expectation of Leader, Horizontal Member Exchange, Intrinsic Motivation and Employee Innovation in China." In 2008 International Seminar on Business and Information Management (ISBIM). IEEE, 2008. http://dx.doi.org/10.1109/isbim.2008.9.

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Ruan, Aijun, Weirong Hong, and Jun Jin. "The impact of motivation on employee innovative behavior and the disparity analysis: An empirical study of Zhejiang Province in China." In 2010 IEEE International Conference on Management of Innovation & Technology. IEEE, 2010. http://dx.doi.org/10.1109/icmit.2010.5492741.

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Lai, Xiao-Ying, and Jing Zeng. "Motivating Employees in China: Theories and Applications." In 2014 International Conference on Management Science and Management Innovation (MSMI 2014). Paris, France: Atlantis Press, 2014. http://dx.doi.org/10.2991/msmi-14.2014.137.

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Hua Meng. "Notice of Retraction: Employee's public service motivation in China: Comparasion between sectors." In 2011 2nd International Conference on Artificial Intelligence, Management Science and Electronic Commerce (AIMSEC 2011). IEEE, 2011. http://dx.doi.org/10.1109/aimsec.2011.6010891.

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Wang Liying. "The empirical research of R&D employees motivation system in hi-tech companies in China." In Technology (ICMIT 2008). IEEE, 2008. http://dx.doi.org/10.1109/icmit.2008.4654375.

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Amaria, Anosh P., Ryan Nguyen, Joshua A. Davison, Souma Chowdhury, and John F. Hall. "Optimization Model for Owner-Based Microgrids Using LSTM Predicted Demand for Rural Development." In ASME 2019 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2019. http://dx.doi.org/10.1115/detc2019-97964.

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Abstract Over the past several years, microgrids have been setup in remote villages in developing countries such as India, Kenya and China to boost the standards of living of the less privileged citizens, mostly by private companies. However, these systems succumb to increase in demand and maintenance issues over time. A method for scaling the capacity of solar powered microgrids is presented in this paper. The scaling is based on both the needs of the owner and those of the consumers. Data acquired from rural villages characterizes the electrical use with respect to time. Further, it employees a Long-Short Term Memory (LSTM) deep learning model that can help the owner predict future demand trends. This is followed by a model to determine the optimum increase in capacity required to meet the predicted demand. The model is based on empowering the owner to make informed decisions and the equity of energy distribution is the key motivation for this paper. The models are applied to a village in Eastern India to test its applicability. Acknowledging the highly varying nature of demand for electricity and its applications, we propose a rule-based adaptive power management strategy which can be tailored specifically in accordance to the preference of the communities. This will ensure a fair distribution of power for everyone using the system, thereby making it applicable anywhere in the world. We propose to incorporate social and demographic conditions of the user in the optimization to ensure that the profit of the owner does not outweigh the needs of the users.
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Akbulut, Deniz, and Birgül Üstünbaş. "The Effect of Covid-19 Pandemic Period on the Organizational Culture of Public Relations Agencies." In COMMUNICATION AND TECHNOLOGY CONGRESS. ISTANBUL AYDIN UNIVERSITY, 2021. http://dx.doi.org/10.17932/ctcspc.21/ctc21.021.

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Covid-19 pandemic has spread to the whole world from Wuhan, China in December, 2019 and seriously changed the daily life. While various measures have been taken to fight against the global pandemic in the whole world, transformations have occurred in business manners in many countries including Turkey. The public relations sector, which is an applied communication discipline managing the communication processes between the organization and target audience, has been affected by this process. Thus, how the pandemic period has affected the business manners of agencies and how the public relations profession has been actualized in agencies have been an object of interest. The main question of this study is how the pandemic period has affected the organizational culture in public relations agencies, and will these effects cause permanent changes in business manners in the agencies after the pandemic. The fact that most people have started making grocery shopping online due to Covid- 19 has increased the share of e-trade in the sector of Fast Moving Consumer Goods (FMCG), which are also known as packaged consumption products. Public relations agencies serving in this sector have accelerated their communication activities especially during the pandemic. A semi-structured interview technique was applied to the representatives of seven public relations agencies serving in the fast moving consumer goods sector within the framework of the questions formed in line with the factors affecting the corporate culture according to Mondy (communication, motivation, leadership, management process, organizational structure and management style) in this study. The study found that hybrid working order (telecommuting/office working) was adopted by agency employees, the concept of office hours disappeared in agencies, the service process became 24/7 by the agency, digital communication tools accelerated the communication processes, and the business capacity of agencies increased. It is observed in line with these factors that pandemic period has caused both positive and negative permanent behavioral changes in the organizational culture of agencies.
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