Fair Compensation Management Empirical Research On The Impact Of Organizational Commitment And Job Performance

Fair is people's primary need, and also the goal which the humanity pursues together. In the past more than 40 years, the enterprise management academic circle has conducted the massive research to the organization fairness, but salary management fairness of it is a research hot topic.Many scholars in our country discuss division of income fair question from the society, the economical angle, but research salary management fairness question little from management science angle. In the existing domestic and foreign literature, discussions of the achievements of empirical researches about the impact of four kinds of fairness on staff organizational commitment and work performance are rarer.In this research, I take salary management fairness, organizational commitment and work performance as the main object of study and discuss salary management among the three objects.I process an empirical research about the impact of salary management fairness on organizational commitment and work performance, and put forward some practical proposals based on this and how it rests on this research the conclusion on the enterprise to insist that organized fairness principle and complete the salary management work. After reading massive literature's foundation,in this article, I propose the research model and the research supposition, use the questionnaire survey the method to obtain the research sampled data, and carry on the descriptive statistical analysis ,the reliability and validity analysis using the statistical analysis software SPSS 16.0, the application structural equation modeling software AMOS 7.0 ,carry on the appraisal, the fitting and the confirmation research supposition on the models. The findings basically confirm the idea supposition, the main conclusions are as follows:(1)each kind of salary management fairness has the strong correlational dependence;(2)except the result fairness and procedure fairness, each kind of salary management fairness has positively influenced the staff organizational commitment ;(3)except the contact fairness, each kind of salary management fairness has positively influenced the work performance;(4)organizational commitment has positively influenced the work performance.