WhenispayforperformancerelatedtoemployeecreativityintheChinesecontext?TheroleofguanxiHRMpractice,trustinmanagement,andintrinsicmotivationYongZhang,LirongLong,Tsung-yuWu,anizationalBehavior,36,698–719(2015)YulianXueOutlineIntroduction01TheoreticalBackgroundandHypotheses02GeneralDiscussion03Conclusion04IntroductionMotivationAlthoughtheuseofPFPhasgreatlyenhancedtheproductivityofChinesefirms,theinnovativeabilityofmostChinesefirmsstilllargelylagsbehindthatoftheirWesterncounterparts(Abrami,Kirby,&McFarlan,2014).Asafirm’sinnovationdependsonthecreativityofitsemployees(Woodman,Sawyer,&Griffin,1993).ItisofboththeoreticalandpracticalimportancetounderstandwhetherPFPpromotesorunderminesChineseemployees’,PFPcanenhancecreativityonlyundercertainconditions,,aninvestigationofthePFP–-11-&Armeli,1997;Eisenberger,Armeli,&Pretz,1998;Eisenberger&Aselage,2009;Eisenberger&Rhoades,2001WhereasothershaveshownnegativeassociationsAmabile,1982;Amabile,Hennessey,&Grossman,19862016-11-164IntroductionLiteratureToaddresstheseconflictingresults,researchershavebeguntoidentifytheboundaryconditionsofthereward–’,itisessentialtoexplorethesituationalandculture-onditionsthatmayallowPFPtoinduceintrinsicmotivationandcreativity(Zhou&Su,2010)2016-11-165IntroductionDrawingfromcognitiveevaluationtheoryandresearchoneffectsofbundlingofHR,thepapercastguanxihumanresourcemanagementpractices(guanxiHRMpractices;Chen,Chen,&Xin,2004)asasalientChineseindigenousvariablethatmayregulatetheinfluenceofPFPonChineseemployees’intrinsic
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