Motivating Blue-Collar Employees: A Case Study of the Chinese Workforce

Abstract

The Katz and Kahn (1978) motivational framework is an open system management theory that underscores the importance of self-regulation while stressing the significance of using continuous feedback to adapt in a rapidly changing environment. This study aims to examine Katz and Kahn's prepositions that the implementation of a system of rule compliance, external rewards, and internalized motivation can decrease employee turnover, increase quantitative and qualitative standards of performance, and enhance cooperation and creativeness. The results among 233 Chinese employees (96.6% response rate) indicated partial support for Katz and Kahn's motivational framework. The implication for improving the Chinese workforce, in particular blue-collar occupations, is discussed.

Keywords:

• blue collar
• Chinese
• motivation
• performance
• creativity

Notes

1. Because of the Chinese socialist background, many jobs in China are very secure with little chance of one being terminated or laid off. Hence tie-fan-wan literally means Iron Rice Bowl.