Research On Relationship Among Compensation Equity Perceived Organizational Support And Employee Accountability

A research about serious of small and medium enterprises of Sichuan Province and the enterprise executives at all levels and ordinary employees, disscussing the relationship among compensation equity, perceived organizational support and employee accountability.After preliminary test, correct provision of the overall correlation coefficient and internal consistency reliability analysis, compensation equity of questionnaire, perceived organizational support of questionnaire and employee accountability of questionnaire about SMEs office staff has been revised.Four dimensions of compensation equity, which are fairness of distribution results, fairness of procedure implementation, fairness of leadership evaluation and fairness of information provision has been obained by chief components analysis and exploratory factor analysis.employee accountability consists of four dimensions,respectively, dedication, helpful, deligent, success and perceived organizational support of high internal consistency and one-dimensional nature.In official study, this research adopted following ways:collecting data by using questionnaire, selecting participants as the office staff randomly, taking exploratory factor analysis,independent samples T test for data with SPSSn16.0 software, ANOVA, person correlation analysis, linear regression analysis, multiple regression and the verification of mediating effect. Analysis about impacts of staff characteristic variables shows that staff position, education, profession type, firm size and working time have significant impacts in the perceived organizational support. Level about education of employees and profession type have significant impacts in uniting to help others. Profession type of employees and firm size have significance impacts in diligence and morality. Fairness of leadership assessment and fairness of salary procedure enforcement have significant impacts in diligence. Salary procedure enforcement has significant impacts in uniting to help others. Fairness of salary procedure enforcement and fairness of salary distribution results have significant impacts on pursuing success. Perceived organizational support has impacts on dedication, helpful, success. Besides, the remaining related factors did not reach the significant level. Finaly, perceived organizational support pays the intermediary role between compensation equity and employee accountability.