Research On The Relationship Among Pay-for-Performance Perceptions, Self-Efficacy And Pay Satisfaction Of Primary School Teachers

Knowledge is the basic driving force of economic development. Education is vital and lasting importance. However, in recent years, along with the national education career for the proportion of investment increased, at the same time, the regional education level is not balanced, education resources rough and so on. A series of malpractice upgraded to obvious contradiction, caused all education situation serious imbalance, such as the developed region in the eastern and western undeveloped areas of the education level, education resources as well as the teachers strength and a series of conditions are obvious difference, this kind of vicious circle chain in China, if they continue, will to the state of the whole education cause inestimable influence. Therefore, how to reduce the education gap between the Midwest less developed areas and the developed area has become one of the focuses of attention problems. Then, how to improve the whole education level of the less developed areas, the primary problem is the region teacher’s basic salary.After carrying on the performance wage system in our country, teachers improve their pay-for-performance perceptions, and improve the undeveloped local teachers’basic wage, and enhance their salary satisfaction, can stimulate the teachers’working enthusiasm, make them actively engaged in the education career. Next, We have to pay attention to teaching conditions, teaching environment factors and so on. Again, we also have to pay attention to the school teachers’enhancing salary space, welfare and other positive conditions. In a word, finally we have to realize the goal is improving the education level in the Midwest, narrowing the gap with the developed region in the eastern, improving the country’s overall education level.For compensation satisfaction researches, there have been many literature researches at home and abroad. Since performing the performance wage system, the literature of the compensation satisfaction, especially the relationship of pay-for-performance perceptions and compensation satisfaction only a few in the literature. Therefore, according to research and analysis the related literature of pay-for-performance perceptions and compensation satisfaction, at the same time, discussing the relationship between them. Introducing self-efficacy as a moderator variable,self-efficacy as a whole for the relationship of pay-for-performance perceptions and compensation satisfaction. This study involves pay-for-performance perceptions, self-efficacy and compensation satisfaction three variables, pay-for-performance perceptions as the independent variable and self-efficacy for regulating variable, compensation satisfaction as dependent variable. Through the factor analysis, descriptive statistics analysis, analysis of variance, correlation analysis, regression analysis to verify the relationship among the three variables.This article chooses a county primary school teacher in Shanxi Province as the research object. Choose this research object, mainly in order to discuss why the foundation education of the mid region and the developed area has so big gap. Foundation education is the basic of national education, it’s the important safeguard for economic development, therefore, choose primary school teacher as this research object.This study consists of five parts:the first part is the introduction, introduces the research background, research purpose and meaning, research methods, research framework and innovation points; The second part is mainly to sort, conclude and sum up the domestic and foreign research literature review; The third part is to choose scale, put forward the hypothesis, and design theory research model. The fourth part is to use SPSS17.0for pay-for-performance perceptions, self-efficacy and compensation satisfaction by descriptive statistical analysis, analysis of variance, correlation analysis and regression analysis, and concluded that the results of the study; The fifth part is the conclusion, management advice, insufficiency and the outlook for the future.The concrete research conclusions of this paper are:first, the primary school teacher, in this area, pay-for-performance perceptions and self-efficacy both in middle rdi level, compensation satisfaction in a moderate level; Second, pay-for-performance perceptions has significant influence on compensation satisfaction and its four dimensions, namely the level of salary satisfaction, add salary mechanism satisfaction, welfare satisfaction and salary structure and management satisfaction; Third, self-efficacy in the relationship of pay-for-performance perceptions and compensation satisfaction has a weak regulation effect, can’t present a significant regulatory role.The innovation point is considered primary school teachers as the research object, pay-for-performance perceptions, self-efficacy and compensation satisfaction three variables studied together, and self-efficacy is introduced as a moderator variable.The deficiency of this paper lies in:first, when researching the influence of pay-for-performance perceptions to compensation satisfaction, we only considered self-efficacy as the moderator variable, ignored other variables influences; Second, because of the time limit, the release of the questionnaire has certain limitations, may not be able to fully reflect local actual situation; Third, the investigation method is only questionnaire survey, and have not the other methods, such as case method, interview method and so on, may make data cause some biased.