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

Randy K. Chiu (Department of Management, School of Business, Hong Kong Baptist University, Kowloon Tong, Hong Kong)
Vivienne Wai‐Mei Luk (Department of Management, School of Business, Hong Kong Baptist University, Kowloon Tong, Hong Kong)
Thomas Li‐Ping Tang (Department of Management and Marketing, Jennings A. Jones College of Business, Middle Tennessee State University, Murfreesboro, Tennessee, USA)

Personnel Review

ISSN: 0048-3486

Article publication date: 1 August 2002

28265

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.

Keywords

Citation

Chiu, R.K., Wai‐Mei Luk, V. and Li‐Ping Tang, T. (2002), "Retaining and motivating employees: Compensation preferences in Hong Kong and China", Personnel Review, Vol. 31 No. 4, pp. 402-431. https://doi.org/10.1108/00483480210430346

Publisher

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MCB UP Ltd

Copyright © 2002, MCB UP Limited

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