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Please use this identifier to cite or link to this item: http://hdl.handle.net/2031/3957

Title: How do Chinese judge reward fairness
Other Titles: Zhongguo ren zen yang pan duan bao chou zhi gong zheng xing
中國人怎様判斷報酬之公正性
Authors: Lee, Nga Wan (李雅云)
Department: Dept. of Management
Degree: Doctor of Philosophy
Issue Date: 2003
Publisher: City University of Hong Kong
Subjects: Compensation management
Distributive justice
Employee motivation
Incentive awards
Notes: CityU Call Number: HF5549.5.I5 L525 2003
Includes bibliographical references (leaves 131-143)
Thesis (Ph.D.)--City University of Hong Kong, 2003
x, 166 leaves : ill. ; 30 cm.
Type: Thesis
Abstract: Distributive justice affects employee motivation, and is a key ingredient in a successful compensation system. A compensation system would not be successful if most of the employees feel that they are unfairly rewarded. A three-stage exploratory study was carried out to examine the factors that employees in China take into consideration when making their fair reward judgments. Upon completion of this three-stage study, a scale of input determinants for reward fairness judgment was developed. In the first stage, five focus group discussions were conducted with local Chinese employees in China. Based on the findings of the focus group discussions, a structured list of items was drawn up, to be examined at stage two via a questionnaire survey. A total of 228 usable questionnaires were collected. In stage two, questionnaires were collected and exploratory factor analysis was performed on the 228 usable b responses to condense the instrument. A six-factor instrument was developed in stage two. Different distributive principles were hypothesized to have a unique set of input criteria. However, distributive principles were found to have no influence on making reward fairness judgments, and the same sets of criteria were considered under the different distributive principles. A confirmatory analysis was conducted in stage three in which the six-factor instrument was tested using a sample of 479 usable questionnaires. In this stage, the six-factor instrument was reduced to three-factors: equity, need and equality. Finally, in order to study the usefulness of the newly developed scale of input determinants for reward fairness judgment, it was used to examine its effects on pay raise satisfaction. The equity factor and a control measure of Chinese traditionality were found to have a positive relationship with pay raise satisfaction.
Online Catalog Link: http://lib.cityu.edu.hk/record=b1819656
Appears in Collections:MGT - Doctor of Philosophy

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