Keeping the Best - Human Resources in Subsidiaries of Sino-European Multinational Companies located in P.R. China - Which Monetary and/or Non-Monetary Employee Benefits Lead to More Job Satisfaction of the Organization Members
Helmut Kasper, Georg Kodydek, Stefan Schilcher, Ronald Hochreiter
Available Online August 2013.
- https://doi.org/10.2991/icemss.2013.30How to use a DOI?
- Fringe benefits, incentives, Chinese labour market, job turnover
- The fast developing economy, the rise of FDI and the shortage of talented employees has resulted in a war for talents on the Chinese labour market. Consequently, organizations have started offering fringe benefits to attract talents and reduce labour turnover. For best results, companies have to consider the different expectations and demands of their employee and develop appropriate fringe benefits programs. The purpose of this study is to investigate the differences in perception of fringe benefits by different industrial sectors, gender and hierarchical levels. Therefore we conducted an empirical study with employees of various companies in Beijing, Shanghai and Taicang. Results and differences will be discussed and a general ranking of fringe benefits will be provided.
- Open Access
- This is an open access article distributed under the CC BY-NC license.
Cite this article
TY - CONF AU - Helmut Kasper AU - Georg Kodydek AU - Stefan Schilcher AU - Ronald Hochreiter PY - 2013/08 DA - 2013/08 TI - Keeping the Best - Human Resources in Subsidiaries of Sino-European Multinational Companies located in P.R. China - Which Monetary and/or Non-Monetary Employee Benefits Lead to More Job Satisfaction of the Organization Members BT - Proceedings of the 2013 International Conference on Education, Management and Social Science (ICEMSS-13) PB - Atlantis Press SP - 112 EP - 115 SN - 1951-6851 UR - https://doi.org/10.2991/icemss.2013.30 DO - https://doi.org/10.2991/icemss.2013.30 ID - Kasper2013/08 ER -