Performance-appraisal beliefs of Chinese employees in Hong Kong and the Pearl River Delta

Hing Cheung, Kevin CHENG, Wayne CASCIO

Research output: Journal PublicationsJournal Article (refereed)Researchpeer-review

5 Citations (Scopus)

Abstract

Working adults from Hong Kong (HK; N=102) and the Pearl River Delta (PRD; N=96) participated in a Chinese-language, 20-item, structured interview. The interview addressed five topics: performance criteria, implementation of the appraisal, factors attributed to performance, methods of feedback, and concerns about the use of performance appraisal (PA) at work. Results indicated that most respondents believe that PA facilitates communication between superiors and subordinates, that effective performance is a function of each individual's internal attributes (which may include aspects external to the workplace), and that feedback should be direct and frank, communicated by someone with authority and power. These results are consistent with the beliefs of people living in societies characterized as high in Confucian dynamism. We discussed implications of the findings for the use of PA in Chinese enterprises in HK and PRD.
Original languageEnglish
Pages (from-to)329-333
Number of pages5
JournalInternational Journal of Selection and Assessment
Volume17
Issue number3
DOIs
Publication statusPublished - 1 Sep 2009

Fingerprint

Hong Kong
Rivers
Personnel
Interviews
Feedback
Workplace
Language
Communication
Industry
Pearl River Delta
Employees
Performance appraisal
Work Performance
Power (Psychology)
Surveys and Questionnaires

Cite this

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abstract = "Working adults from Hong Kong (HK; N=102) and the Pearl River Delta (PRD; N=96) participated in a Chinese-language, 20-item, structured interview. The interview addressed five topics: performance criteria, implementation of the appraisal, factors attributed to performance, methods of feedback, and concerns about the use of performance appraisal (PA) at work. Results indicated that most respondents believe that PA facilitates communication between superiors and subordinates, that effective performance is a function of each individual's internal attributes (which may include aspects external to the workplace), and that feedback should be direct and frank, communicated by someone with authority and power. These results are consistent with the beliefs of people living in societies characterized as high in Confucian dynamism. We discussed implications of the findings for the use of PA in Chinese enterprises in HK and PRD.",
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Performance-appraisal beliefs of Chinese employees in Hong Kong and the Pearl River Delta. / CHENG, Hing Cheung, Kevin; CASCIO, Wayne.

In: International Journal of Selection and Assessment, Vol. 17, No. 3, 01.09.2009, p. 329-333.

Research output: Journal PublicationsJournal Article (refereed)Researchpeer-review

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