Wang Peiwen, PhD student, Department of Sociology, Department of Economic Sociology and Management, Lomonosov Moscow State University, Moscow, e-mail: w15754540560@qq.com, https://orcid.org/0009-0003-4541-6405
Igor V. Vladimirov, PhD student, Department of Pedagogical Education, Department of Educational Systems Management, Lomonosov Moscow State University, Moscow, e-mail: vladimirov.msu@gmail.com, https://orcid.org/0000-0003-4880-5863
Over the past 20 years, the needs of employees of Chinese companies have changed greatly, which is associated with China's increasing economic growth and increasing well-being of the population. This leads to a change in the values of the population and a deeper understanding, as well as planning of their career path. Changes in the values and behavior patterns of the Chinese population, having their own national specifics, are increasingly forcing employers to change methods and means of motivation to attract and retain valuable highly qualified personnel. Such changes are of great interest to specialists in the field of sociology of management. Purpose: to review modern methods of employee motivation in some big commercial China's companies in the context of classical theories of motivation. Results: in the large business sector of modern China, motivating approaches with a predominance of material incentives are most often used (consistent with Taylor’s management theory), as well as a balanced approach between material and non-material incentives (consistent with Herzberg’s dual factor theory). Only a few large companies actively use a person-centered approach in personnel motivation programs and clearly declare their humanistic corporate philosophy (consistent with Mayo’s motivational theory). Conclusions: modern methods of motivation in the large business sector of China are most focused on financial incentives, which many companies clearly abuse, brutally buying a person’s personal time. In general, the identified situation indicates a predominance in society of material values and the value of status over the values of personal time and private life, which may be associated with the characteristics of Eastern culture.
Key words: personnel management, China, motivation methods, Mayo’s motivational theory, Taylor’s management theory, Herzberg’s dual factor theory
References
1. Vikhoreva, O.M., Karlovskaya, S.B. (2022) The digitalization trends as a source of changes in global economy. Moscow University Economic Bulletin Humanities. No. 5. Pp. 220–238. https://doi.org/10.38050/013001052022511
2. Dobrina, O.A. (2019) The ideas of the person of work in classical sociology of organization management: Frederick Taylor and Elton Mayo. Perm University Herald. Philosophy. Psychology. Sociology. No. 3. Pp. 412–420. https://doi.org/10.17072/2078-7898/2019-3-412-420
3. Molotkova, N.V. Khazanova, D.L. (2018) Digital hr management: concept, development prospects. Journal of Creative Economy. No. 12 (11). Pp. 1865–1876. https://doi.org/10.18334/ce.12.11.39560
4. Sadovnichi, V.A., Akaev, A.A., Korotae, A.V., Malkov. S.Yu. (2012) Modeling and forecasting of global dynamics. Moscow. ISPI RAS Publ., 359 p. ISBN: 978-5-7556-0456-7.
5. Boccoli, G., Gastaldi, L., Corso, M. (2023) The evolution of employee engagement: Towards a Social and Contextual Construct for Balancing Individual Performance and Wellbeing Dynamically. International Journal of Management Reviews. No. 25. Pp. 75–98. https://doi.org/10.1111/ijmr.12304
6. Chai, Z. (1998) Management problems of employee motivation under the condition of Market Economy. Digest of Management Science. No. 11. P. 66.
7. Chen, Hao. (2014) 改革开放我国GDP变化. Foreign Investment in China. No. 01. Pp. 174–175. https://doi.org/10.3969/j.issn.1004-8146.2014.01.174
8. Chuttle, H., Ciarlante, D. (1998) Consumer behavior in Asia. Palgrave Macmillan Press. London. P. 93. ISBN: 0333740777.
9. Daft, R.L., Marcic, D. (2001) Understanding management (3rd Ed.). Harcourt College Publishers. P. 606. ISBN: 0030338271, 9780030338274.
10. Ding, Zedong et al. (2022) Study on the realization dilemma and guarantee system of workers’ right to rest from the perspective of ‘996’ working system. Advances in Economics, Business and Management Research. Vol. 215. Proceedings of the 7th ICSSED. P. 2150–2155.
11. Dutta, S., Lanvin, B. et al. (2023) Global Innovation Index 2023. Innovation in the face of uncertainty (16th ed.). World Intellectual Property Organization. Geneva. WIPO Publ. https://doi.org/10.34667/tind.48220. ISBN: 978-92-805-3320-0.
12. Fan, Jiabao. (2021) 本土零售企业核心竞争力构建研究. Co-Operative Economy & Science. No. 650 (03). Pp. 95–97. https://doi.org/10.3969/j.issn.1672-190X.2021.03.042
13. Gupta, A., Tandon, A., Barman, D. (2019) Employee Engagement – Evolution, Approaches and Perspectives. In book: Management Techniques for Employee Engagement in Contemporary Organizations. P. 1–19. https://doi.org/10.4018/978-1-5225-7799-7.ch001
14. Herzberg, F., Mausne, B., Snyderman, B.B. (1959) The motivation to work (2nd ed.). New York: John Wiley. P. 157. ISBN: 0471373893.
15. Li, Cuiping. (2021) The application of employee incentive mechanism in enterprise human resource management. China market. (30): 2. P. 100–101. https://doi.org/10.13939/j.cnki.zgsc.2021.30.100
16. Li, Guangli. (2001) 国有企业激励员工的合理思路. Enterprise Economy. No. 07. Pp. 19–20. https://doi.org/10.3969/j.issn.1006-5024.2001.07.007
17. Li, Jianfu, Shen, Songying. (2007) Difficulties in stimulating workers in small-scaled enterprises and their solutions. Journal of Jiangxi Agricultural University (Social Science Edition). No. 04. Pp. 86–89. https://doi.org/10.16195/j.cnki.cn36-1328/f.2007.04.040
18. Li, Ming, Zheng, Min. (2021) Research huawei’s human resource management model by wireless network Communication and association rule algorithms. Wireless Communications and Mobile Computing. Pp. 1–15. https://doi.org/10.1155/2021/2031232
19. Liang, Hao. (2023) The Optimization Way of Enterprise Human Resource Compensation Incentive Strategy. Modern Management. No. 13 (5). Pp. 563–568. https://doi.org/10.12677/MM.2023.135072
20. Liu, Xingliang. (2021) Research on employee incentive mechanism of engineering construction enterprises. China market. No. 1095 (32). Pp. 114–115. https://doi.org/10.13939/j.cnki.zgsc.2021.32.114
21. Liu, Y. (1997) Fifteen Methods of employee motivation. Enterprise Research. No. 02. Pp. 2–17.
22. Lodén, T. (2017) Chinese and Western culture: the myth of essential difference. Chapter In: Orientaliska studier. No. 121. Pp. 61–73. ISSN 0345-8997.
23. Meng, H. (2001) Workers’ Incentive: Another way for the reform of state-owned enterprises. Journal of Chongqing Technology and Business University (Social Science Edition). No. 4. Pp. 32–35. https://doi.org/10.3969/j.issn.1672-0598.2001.04.011
24. Nevis, E. (1983) Cultural assumptions and productivity: the United States and China. Sloan Management Review. Vol. 24. Pp. 17–29.
25. Niu, Fang. (2009) Analysis of the reasons of the failure of incentive mechanisms in Enterprise Performance Management. Management Observer. (3):2. P. 3–26. https://doi.org/10.3969/j.issn.1674-2877.2009.03.026
26. Reeve, J. (2015) Understanding motivation and emotion (6th ed.). Hoboken, NJ. Wiley & Sons. 648 p. ISBN: 1118517792, 9781118517796.
27. Robbins, S.P., Judge, T.A. (2008) Organizational Behavior. (13th ed.) Upper Saddle River, NJ. Pearson Prentice Hall. ISBN: 0136007171, 978-0136007173.
28. Terence, J., Mette, B. (1998) Foreign companies and Chinese workers: employee motivation in the People’s Republic of China. Journal of Organizational Change Management. No. 11 (4). Pp. 282–300.
29. Wang, J.J. (2020) How managers use culture and controls to impose a ‘996’ work regime in China that constitutes modern slavery. Accounting & Finance. 60 (4). Pp. 4331–4359. https://doi.org/10.1111/acfi.12682
30. Zhang, H., Lu, Y. (1994) Analysis of employee’s potential and playing. Social Science Series. (3):2. Pp. 3–21.
.png)
