Equity, equality and need as determinants of pay allocations A comparative study of Chinese and US managers

Equity, equality and need as determinants of pay allocations A comparative study of Chinese and... Involves a role‐play in which Chinese and US managers allocate a hypothetical bonus to a work group. Indicates that Chinese managers employed three distributive rules (i.e. equity, equality and need) placing greatest emphasis on equality. In contrast, US managers employed two distributive rules, equity and equality, placing the greatest emphasis on equity. Chinese managers placed significantly greater emphasis on the need rule than did US managers, although very small amounts were allocated on the basis of need. Discusses implications for appropriate pay design. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Employee Relations: An International Journal Emerald Publishing

Equity, equality and need as determinants of pay allocations A comparative study of Chinese and US managers

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Publisher
Emerald Publishing
Copyright
Copyright © 1997 MCB UP Ltd. All rights reserved.
ISSN
0142-5455
DOI
10.1108/01425459710170031
Publisher site
See Article on Publisher Site

Abstract

Involves a role‐play in which Chinese and US managers allocate a hypothetical bonus to a work group. Indicates that Chinese managers employed three distributive rules (i.e. equity, equality and need) placing greatest emphasis on equality. In contrast, US managers employed two distributive rules, equity and equality, placing the greatest emphasis on equity. Chinese managers placed significantly greater emphasis on the need rule than did US managers, although very small amounts were allocated on the basis of need. Discusses implications for appropriate pay design.

Journal

Employee Relations: An International JournalEmerald Publishing

Published: Aug 1, 1997

Keywords: Bonuses; China; Pay structures

References

  • Distributive Justice
    Deutsch, M.
  • Cultural differences in reward allocation: is collectivism the explanation?
    Hui, C.H.; Triandis, H.C.; Yee, C.

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