Cultural Boundary of Expectancy Theory-Based Performance Management: A Commentary on DeNisi and Pritchard's Performance Improvement Model
探讨中国文化、心理和社会因素如何限制DeNisi和Pritchard动机框架的适用性，并分析这些文化障碍在模型各环节的表现，最后讨论转型期中国经济中应用工作动机模型的更广泛含义。
We consider Chinese cultural, psychological and social factors that are likely to place boundaries on the applicability of DeNisi and Pritchard's motivational framework and discuss how these cultural barriers play out at each of the links in their model. We conclude with a summary and a discussion of some of the broader implications of applying models of work motivation to a Chinese economy in transition.