Performance-Appraisal Beliefs of Chinese Employees in Hong Kong and the Pearl River Delta

5 Pages Posted: 8 Oct 2009

See all articles by Kevin Cheng

Kevin Cheng

Sun Yat-sen University (SYSU) - Lingnan (University) College

Wayne Cascio

University of Colorado at Denver - Business School

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.

Suggested Citation

Cheng, Kevin and Cascio, Wayne, Performance-Appraisal Beliefs of Chinese Employees in Hong Kong and the Pearl River Delta. International Journal of Selection and Assessment, Vol. 17, Issue 3, pp. 329-333, September 2009, Available at SSRN: https://ssrn.com/abstract=1485812 or http://dx.doi.org/10.1111/j.1468-2389.2009.00475.x

Kevin Cheng

Sun Yat-sen University (SYSU) - Lingnan (University) College ( email )

135 Xingang Xi Road
Tuen Mun
Guangzhou, Guangzhou 510275
China

Wayne Cascio

University of Colorado at Denver - Business School ( email )

1250 14th St.
Denver, CO 80204
United States

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