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Leadership, national culture and performance management in the Chinese software industry

机译：中国软件行业的领导力，民族文化和绩效管理

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Purpose - The purpose of this paper is to adopt a national cultural perspective to explore the issue of performance management in human resources among successful Chinese software firms which are owned and led by their founders. The paper aims to highlight the unique characteristics of performance management that has emerged from a Confucian culture shaped by the socio-economic model in post-Second World War China. Design/methodology/approach - Multiple case study of large-medium-small software firms using data collected from primary and secondary sources. Findings - The basic tenet is that despite prevailing international best practice of performance management in the Chinese software industry, the success of indigenous firms is associated with entrepreneurial leaders who align their firms' performance management with the core cultural value of collectivism. Research limitations/implications - The paper provides a unique insight into the influence of collectivism on the process of performance management in the human resources function. Practical implications - There might be a fine balance between implanting global performance management practices and accentuating the strengths and capabilities of the local employees within the confines of China's long history and distinctive culture. Originality/value - Since competitor and customer variables share similar characteristics across segments of the global software industry, the human resources that enable firms to generate competitive advantages in marketing and technology will be critical for success. This paper provides an important test of the relationship between core cultural value and performance management of a knowledge-intensive sector.
机译：目的-本文的目的是从一种民族文化的角度出发，探讨由其创始人拥有和领导的成功的中国软件公司中人力资源绩效管理的问题。本文旨在突出绩效管理的独特特征，这种绩效管理源于第二次世界大战后的社会经济模式所塑造的儒家文化。设计/方法/方法-使用从主要和次要来源收集的数据对中小型软件公司进行多案例研究。调查结果-基本原则是，尽管中国软件行业普遍采用绩效管理的国际最佳做法，但本土公司的成功与企业家领袖联系在一起，企业家领袖将其公司的绩效管理与集体主义的核心文化价值相结合。研究的局限性/意义-本文提供了对集体主义对人力资源职能绩效管理过程的影响的独特见解。实际意义-在中国悠久的历史和独特的文化范围内，植入全球绩效管理实践与强调本地员工的优势和能力之间可能会达到很好的平衡。独创性/价值-由于竞争对手和客户变量在全球软件行业的各个部分具有相似的特征，因此使公司在营销和技术方面产生竞争优势的人力资源对于成功至关重要。本文对知识密集型行业的核心文化价值与绩效管理之间的关系进行了重要测试。

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