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Has brought the fast growth of knowledge intensive

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has brought the fast growth of knowledge-intensive industries in China. Also, increasedcompetition under globalisation led to greater challenges in attracting and retaining goodperformers through competitive employee rewards, which has become critical in high-value-added and knowledge-intensive industries.The existing literature on rewards in China is heavily focused on the evolution of thetraditional pay system, with little attention paid to PFP. Therefore, the aim of this thesiswas to explore PFP design and implementation in the context of China, principally in non-public sector knowledge-intensive companies. In order to do so a review of the literaturewas carried out, on the basis of which were developed research objectives and four keyareas identified, namely: the importance of PFP, PFP plans and design, PFPimplementation, and line managers’ involvement in PFP.This research primarily used data obtained from case studies of 12 knowledge-intensivefirms of investment/marketing research, IT and pharmaceutical industries in Shanghai. In-depth interviews were conducted with 52 top management, HR and line managers as wellas 10 specialists in local and leading international HR consultancy firms. The empiricalfindings were analysed in chapter 6 – 9.
Chapter 10 Discussion and conclusion210The aim of this chapter is to outline the main conclusions of the research. For this purpose,this chapter is structured as follows: Section 10.2 discusses the key findings and argumentsin relation to the research questions. Section 10.3 involves a demonstration of empirical,theoretical contributions and managerial implications of the thesis. Section 10.4 and 10.5summarise some limitations of the study and provide possible suggestions for furtherresearch in the future.10.2 Discussion of empirical findingsThis section gives an overview of the empirical findings in the study. It draws only the corefindings, remarks that are more detailed are in the data display and analysis of Chapter 6-9.Table 10.1 presents a brief summary of empirical findings in relation to research questionsof the thesis as below.
Chapter 10 Discussion and conclusion211Table 10.1: Summary of findings in empirical analysisResearch questionHow and where addressedFindingsResearch question 1: How important is PFP in the current pay system?RQ1a: To what extent is PFPadopted?The proportion of PFP in pay mix and theextent to which pay depends on performancein pay structures were examined (see relevantliterature in Section 4.3).Chapter 6PFP was an important component in pay mixand performance was one of the key factors indetermining pay range and progression.RQ1b: Why do firms usePFP?The reasons for using PFP were examined bytheoreticalexplanations(Agencytheory,Expectancy and Equity theory, and legitimacyandinstitutionalfactors.Seerelevantliterature in Section 4.3).

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Term
Spring
Professor
NoProfessor
Tags
Management, Human Resource Management, Qualitative Research, PFP

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