A Study On The Impact Of Employee Salary Satisfaction On Job Performance

Now, with the rapid development of the market economy and the rise of private enterprise, competition among enterprises intensified. "80"s gradually go into the workplace, and their concept of career is different from "60"s and "70"s, they pay more attention to realize their individual potential and self-worth. Management level and overall performance level of enterprises have a direct relationship with the employee’s job performance, enterprise management personnel must promote the work of individual passion and enthusiasm in order to keep the business competitive and profitable level and improve employee productivity ultimately. Salary has also been a more concerned factor to employees, The literature at home and abroad also shows that employees’pay satisfaction have some extent affect on job performance, pay satisfaction has also been an important research in incentive compensation, how to improve performance better by Salary incentives become particularly important.Under normal circumstances, people always think pay satisfaction and job performance have some certain connection, But whether pay satisfaction factors were associated with job performance factors still to be verified. Organizational commitment can play an intermediary role in pay satisfaction and job performance is still worth considering. In this paper, we research the role of "80"s the pay satisfaction and job performance, explain the pay satisfaction and job performance through questionnaires and empirical combination of contact, On the one hand it can confirm existing theories, On the other hand the introduction of organizational commitment by the mediating variables prove whether it can adjust the relationship between them, establish the model of pay satisfaction --- organizational commitment --- job performance, it can provide a theoretical reference for enterprises to how to make better use of salary incentives to enhance the "80"s the employees’ job performance. The article design the model of salary satisfaction-organizational commitment --- job performance and propose theoretical assumptions for using PSQ model, organizational commitment model, and job performance model, study the correlation model between the various dimensions depthly, Conduct reliability and validity analysis, exploratory factor analysis, correlation and regression analysis for survey data using SPSS 16.0 software, verify hypothesis proposed in this paper and summarize a reasonable conclusion. Finally, make some recommendations on human resources management of the enterprise according to the practical.The main conclusions are as follows:(1) It shows significant positive correlation among salary satisfaction, organizational commitment and job performance of each factor; (2) Salary promotion satisfaction has a certain degree of predictability on job performance; (3) Employees’ pay satisfaction has some limitations affect on job performance; (4) Organizational commitment has a role in regulating variable between pay satisfaction and job performance.