Wage Structure, A Sense Of Fairness And Organizational Performance

The article stated the motive, background and purport of the study and summarized researches about company pay structure, justice and organizational effectiveness. Then, the article introduced western researchers' main opinions about the relationship among pay structure, employee perception for justice and organizational effectiveness as well as Chinese pay systems since the reform and open polices were enforced.The study focused on factors of company pay structure and the relationship among the structure of pay, employee perception for justice and organizational effectiveness on the basis of the previous researches about pay management. And we discussed pay structure and employee perception for justice under different levels of employees, jobs of employees and development stages of companies.The methods we used in the study were case studies, literature summarizes and questionnaire survey. The hypotheses were largely supported. The main results were showed as follows:1 Factors of pay structure included pay for knowledge-performance, pay for job, and pay for year-in-company and pay for organizational effectiveness.2 Pay for knowledge-performance, pay for organizational performance and company effectiveness had significant influence. Pay for job, pay for year-in-company and company effectiveness had insignificant influence. However, four factors of pay structure influenced company effectiveness directly.3 Main attentions should be paid to distributive justice and procedural justice in designing pay programs. We predicted part of the company effectiveness through distributive justice and procedural justice.4 Distributive justice and procedural justice had significant effects on the relationship between pay structure and company effectiveness.