Research On The Relationship Between Compensation Justice,Employee Engagement And Job Performance

With the increasing competition between enterprises in the era of economic globalization and knowledge economy,the acquisition of outstanding talents has become an important competition means among enterprises.Excellent compensation management practices were regarded as an effective approach to attract and retain talents.However,bad practices are prevalent and do harm to both employees and organizations.Due to the lack of effective incentive mechanism in some enterprises,especially the unfair incentive measures taken in the operation process all make employees feel that the compensation and return are out of proportion,such phenomenon leads to the lack of awareness of compensation justice,which has a negative impact on the development of enterprises.Therefore,the issue of justice in compensation management process has gradually become the core content of human resources management,and has been widely valued by practitioners and scholars.As a classic topic in HRM domain,compensation justice develops rapidly.Scholars have explored distributive,procedural and interactive justice with many efforts.Most of them focus on one of the three justice types,and test its influence to job performance.However,most studies only focus on the relevance between certain types of compensation justice and employee job performance,and few literature has systematically combed the relationship between different types of compensation justice and job performance,especially the lack of integration and expansion of the impact mechanism in existing studies,the importance of compensation justice and the above research flaws are the important motive of this topic.The group engagement model clarifies the impacts of compensation justice on group engagement and collaborative behavior.Highly engagement can effectively improve employees' job slack and low motivation.It is of great significance to employees' personal job performance and enterprise development.In this context,this paper regards employee engagement as an important mechanism for the impact of compensation justice on employee job performance,introduces employee engagement into group engagement model,and systematically explores the impact mechanism of different types of justice on job performance under the background of compensation distribution,the research content mainly including the following aspects:Firstly,based on the group engagement model,this paper deduces the relationship between compensation justice and employee engagement.The empirical results show that distributive justice have a positive impact on employee cognitive engagement,but it does not have a positive impact on employee emotional engagement and behavioral engagement.Procedural justice will not have an impact on employee's cognitive engagement,but will have a positive impact on the promotion of employee's emotional engagement and behavioral engagement;interactive justice has a positive impact on employee's cognitive engagement,emotional engagement and behavioral engagement;compared with procedural justice and distributive justice,interactive justice has a stronger positive impact on employee's engagement.Secondly,group engagement model divides employees' behavior into mandatory and discretional behavior.according to the comprehensive job performance concept,job performance is divided into task performance and contextual performance,and the influence mechanism of employee engagement on job performance is explored.Empirical results show that employee engagement(including cognitive engagement,emotional engagement and behavioral engagement)has a positive effect on employee job performance(including task performance and contextual performance).The higher the employee's engagement,the better the job performance;the cognitive engagement,emotional engagement and behavioral engagement have progressive influence on job performance(including task performance and contextual performance),that is,cognitive engagement have a positive effect on job performance through affecting emotional engagement then further influence behavioral engagement;Compared with the impact on task performance,employee engagement has a stronger positive impact on contextual performance.Thirdly,the group engagement model integrates social identification mechanism and resource exchange mechanism,and holds that three different types of compensation justice affect job performance through affecting employee's engagement.Based on this theory,this paper analyzes the relationship between compensation justice and employee job performance,and the mediating role of employee engagement in this relationship.The empirical results show that compensation distributive justice has no significant impact on employee job performance(including task performance and contextual performance);compensation procedural justice and compensation interactive justice have significant positive impact on employee job performance(including task performance and contextual performance).And the impact is achieved through part of the mediating role of employee engagement;compared with distributive justice and procedural justice,compensation interactive justice has a stronger positive impact on employee job performance(including task performance and contextual performance);compared with the impact on employee task performance,compensation interactive justice has a stronger positive impact on employee contextual performance.Finally,this paper also discusses the moderating effect of emotional intelligence on the above relationship.We argue that individuals have high level of emotional intelligence is more sensitive to subtle signals around them.They are less likely to dependent on certain signals such as compensation justice.Empirical results show that emotional intelligence plays a moderating role in the relationship between compensation interactive justice and employee emotional engagement and behavioral engagement.Specifically,compared with the higher level of emotional intelligence,the positive impact of compensation interactive justice on emotional engagement and behavioral engagement are stronger in the lower emotional intelligence level;Emotional intelligence plays a moderating role in the relationship between compensation interactive justice and employee contextual performance.Specifically,comparing with higher emotional intelligence level,compensation interactive justice has a stronger positive impact on employee contextual performance at lower emotional intelligence level.Using the theoretical framework of group engagement model,this paper integrates the relationships among compensation procedural justice,compensation distributive justice,compensation interactive justice and employee job performance,explores the mediating role of employee engagement and the moderating role of emotional intelligence,which effectively remedy the defects of lacking integrated framework for academic research in this field.At the same time,this study also has the following practical value:in this paper the author analyzes the mechanism of compensation justice on employee engagement,the research conclusions have important guiding significance for the design of compensation mechanism in management practice,which can provide useful reference for shaping employee loyalty and promoting work enthusiasm in management practice;take job performance as an explained variable,this paper examines the positive impact of employee engagement,the validation of the research conclusion is conducive to arouse the management to pay attention to the improvement of employee engagement in management practice;these analyses and explorations including comprehensive and systematic clarification of compensation justice and employee engagement dimensions and the influence principles on job performance have important guiding significance for enterprise managers to identify,measure and improve certain aspect of compensation justice in management practice,and expand new management ideas and practice methods for enterprises to improve job performance.