CHINESE AND AMERICAN MANAGERS' COMPENSATION AWARD DECISIONS: A COMPARATIVE POLICY‐CAPTURING STUDY

By Jing Zhou, Joseph J. Martocchio. 2001

123 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/90beb73b237df231304c668a7fdd5c2ea838ee9c

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In Gender Studies

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Citations in the corpus

Cross-cultural organizational behavior. (2007, background): “Zhou & Martocchio (2001) found that Chinese were more likely than Americans to weigh the relationship that employees had with others when making nonmonetary decisions, and to weigh work performance less and needs more when making monetary decisions.”
A Review and Analysis of the Policy-Capturing Methodology in Organizational Research: Guidelines for Research and Practice (2002, background): “…11 supervisory 5 factors: (2 × 2 × Written profiles of Orthogonal—full Heneman (1987) personnel 3 × 2 × 2) hypothetical employees factorial + full replicates Zhou & Martocchio (2001) Compensation 71 Chinese managers 4 factors (2 × 2 × 2 × 2) Written profiles of Orthogonal—full decisions…”
Opening the black box of the relationship between HRM practices and firm performance: A comparison of MNE subsidiaries in the USA, Finland, and Russia (2009, background): “…and the institutions in which organizations are embedded, people in different countries are affected and motivated differently by compensation decisions (e.g., Chen, 1995; Giacobbe-Miller, Miller, Zhang, & Victorov, 2003; Leventhal, Karuza, & Fry, 1980; Meindl, 1989; Zhou & Martocchio, 2001).”
Examining the positive and negative effects of guanxi practices: A multi-level analysis of guanxi practices and procedural justice perceptions (2011, unknown): “Zhou and Martocchio (2001) reported that Chinese managers would give more nonmonetary rewards to those who have good relationships with them than those who have poor relationships with them.”
Ethical work climate, employee commitment and proactive customer service performance: Test of the mediating effects of organizational politics (2017, background): “For example, Chinese managers place less emphasis on employee work performance when making compensation decisions for employees (Zhou and Martocchio, 2001).”