{"id":{"repo_id":"city-london","oai_identifier":"oai:openaccess.city.ac.uk:12030"},"canonical_url":"https://search.dev.ndltd.org/etd/city-london/oai:openaccess.city.ac.uk:12030","repository":{"repo_id":"city-london","name":"City University of London","base_url":"https://openaccess.city.ac.uk/cgi/oai2"},"display":{"title":"A study of pay for performance in China's non-public sector knowledge-intensive industries","abstract":"Pay for performance (PFP) has been widely studies in the western context; however it has been paid very little attention with respective to China, especially in non-public sector knowledge-intensive industries. Research related to PFP has been strongly controversial. It is argued that the controversy surrounding PFP largely reflect that a well designed PFP programme must accompany effective implementation over time in order to run pay systems effectively. This thesis explores PFP design and implementation issues from a management perspective within the context of China focusing on four specific areas, namely; the importance of PFP in the current pay system; characteristics of PFP plans; implementation and functions of performance appraisal (PA) and line managers' involvement in PFP. A qualitative milti-case study apprach was applied to 12 non-public enterprises from investment, IT and pharmaceutical industries based in Shanghai consisting of more than 62 interviews with top managers, HR and line managers.","abstract_html":"Pay for performance (PFP) has been widely studies in the western context; however it has been paid very little attention with respective to China, especially in non-public sector knowledge-intensive industries. Research related to PFP has been strongly controversial. It is argued that the controversy surrounding PFP largely reflect that a well designed PFP programme must accompany effective implementation over time in order to run pay systems effectively. This thesis explores PFP design and implementation issues from a management perspective within the context of China focusing on four specific areas, namely; the importance of PFP in the current pay system; characteristics of PFP plans; implementation and functions of performance appraisal (PA) and line managers' involvement in PFP. A qualitative milti-case study apprach was applied to 12 non-public enterprises from investment, IT and pharmaceutical industries based in Shanghai consisting of more than 62 interviews with top managers, HR and line managers.","abstract_has_math":false,"creators":["Wei, Q."],"institution":"City University London","degree_name":"phd","degree_level":"doctoral","degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2009,"date_issued":"2009","date_published":"2009","updated_at":"2026-07-24T01:39:20Z","subjects":["HD28 Management. Industrial Management"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":null,"outbound_label":null,"outbound_source":null},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:creator","label":"Author","values":["Wei, Q."]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2009"]},{"key":"dc:date.issued","label":"Date","values":["2009"]},{"key":"dc:publisher.department","label":"Dc Publisher Department","values":["Faculty of Management","Doctoral Theses","Bayes Business School Doctoral Theses","Cass Business School"]},{"key":"dc:publisher.institution","label":"Dc Publisher Institution","values":["City University London"]},{"key":"dc:relation.isreferencedby","label":"Dc Relation Isreferencedby","values":["https://openaccess.city.ac.uk/id/eprint/12030/"]},{"key":"dc:type","label":"Dc Type","values":["Thesis"]},{"key":"dc:type.qualificationlevel","label":"Dc Type Qualificationlevel","values":["doctoral"]},{"key":"dc:type.qualificationname","label":"Dc Type Qualificationname","values":["phd"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["HD28 Management. Industrial Management"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["https://openaccess.city.ac.uk/id/eprint/12030/1/A%20study%20of%20pay%20for%20performance%20in%20China%27s%20non-public%20sector%20knowledge-intensive%20industries.pdf"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Pay for performance (PFP) has been widely studies in the western context; however it has been paid very little attention with respective to China, especially in non-public sector knowledge-intensive industries. Research related to PFP has been strongly controversial. It is argued that the controversy surrounding PFP largely reflect that a well designed PFP programme must accompany effective implementation over time in order to run pay systems effectively. This thesis explores PFP design and implementation issues from a management perspective within the context of China focusing on four specific areas, namely; the importance of PFP in the current pay system; characteristics of PFP plans; implementation and functions of performance appraisal (PA) and line managers' involvement in PFP. A qualitative milti-case study apprach was applied to 12 non-public enterprises from investment, IT and pharmaceutical industries based in Shanghai consisting of more than 62 interviews with top managers, HR and line managers."]},{"key":"dc:format","label":"Dc Format","values":["text"]},{"key":"dc:title","label":"Title","values":["A study of pay for performance in China's non-public sector knowledge-intensive industries"]}]}],"canonical_facts":{"dc:creator":["Wei, Q."],"dc:date":["2009"],"dc:date.issued":["2009"],"dc:description.abstract":["Pay for performance (PFP) has been widely studies in the western context; however it has been paid very little attention with respective to China, especially in non-public sector knowledge-intensive industries. Research related to PFP has been strongly controversial. It is argued that the controversy surrounding PFP largely reflect that a well designed PFP programme must accompany effective implementation over time in order to run pay systems effectively. This thesis explores PFP design and implementation issues from a management perspective within the context of China focusing on four specific areas, namely; the importance of PFP in the current pay system; characteristics of PFP plans; implementation and functions of performance appraisal (PA) and line managers' involvement in PFP. A qualitative milti-case study apprach was applied to 12 non-public enterprises from investment, IT and pharmaceutical industries based in Shanghai consisting of more than 62 interviews with top managers, HR and line managers."],"dc:format":["text"],"dc:identifier.uri":["https://openaccess.city.ac.uk/id/eprint/12030/1/A%20study%20of%20pay%20for%20performance%20in%20China%27s%20non-public%20sector%20knowledge-intensive%20industries.pdf"],"dc:publisher.department":["Faculty of Management","Doctoral Theses","Bayes Business School Doctoral Theses","Cass Business School"],"dc:publisher.institution":["City University London"],"dc:relation.isreferencedby":["https://openaccess.city.ac.uk/id/eprint/12030/"],"dc:subject":["HD28 Management. Industrial Management"],"dc:title":["A study of pay for performance in China's non-public sector knowledge-intensive industries"],"dc:type":["Thesis"],"dc:type.qualificationlevel":["doctoral"],"dc:type.qualificationname":["phd"]},"updated_at":"2026-07-24T01:39:20Z"}