| Summary: | Abstract
Purpose
Performance management is crucial for organizations to improve competitive advantages. The increasing number of companies improve their performance management systems to enhance employee engagement, thereby increasing organizational performance. The aim of this paper is to explore the relationship between performance management and employee engagement in China.
Methodology
This study adopted quantitative research methods, selected 208 employees from all walks of life in China as samples and conducted surveys through online questionnaires. Then, use correlation and regression analysis to analyze the relationship between the three main steps of performance management (performance appraisal, performance feedback, and reward) and employee engagement.
Findings
The study findings show that there is a significant positive correlation between the three main steps of performance management (performance appraisal, performance feedback, and reward) and employee engagement. It was also found that rewards had the greatest impact on employee engagement.
Research limitations
The research did not focus on a certain industry, and the research results may change due to different industries.
Originality/value
Different from the previous literature, this paper studies the impact of the three main steps of performance management (performance appraisal, performance feedback, and reward) on employee engagement in the context of China and compares the impact of these three steps.
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