The Study On The Effects Of Compensation Fairness On Employees’ Performance In Commercial Banks

With the development of economy and the improvement of people’s living standard, people pay more and more attention to their rights, and hope to be fairly treated. However, in the management of companies, many managers have not awared of the problem, or realized but have not given enough attention. This problem also exists in the commercial banks of China, you can often see employees complain about compensation, they do not think their compensation is equity. Employees’compensation fairness could affect their performance, we should pay more attention to it.Currently, the research backgrounds about the performance of employees and compensation fairness were mainly in the west, whether the conclusions in our culture background are applicable, pending further research. In China’s cultural environment, the research will test the achievements in the past, and through the theory and the practice exploration, enrich justice theory.This research adopts the method of questionnaire investigation to collect the data in commercial banks. Then analyze the reliability and validity. Then adopt the methods of one-way ANOVA and linear regression to analyze, get results as follows:(1) The compensation fairness structure of employees in commercial banks presents two-dimension structure, distribution fairness and total procedure fairness. Total procedure fairness include three kinds of fairness, procedure fairness, interpersonal fairness and informational fairness.(2) Employees’organizational commitment is in an average level, and has a space to be better. There was obvious difference in the influence of staff’s position and degree to organizational commitment.(3) Employees’performance include task performance and contextual performance, companies should consider two kinds of performance in performance evaluation.(4) The staff of different age, position and degree show significant difference in compensation fairness; The staff of different position and degree show significant difference in organizational commitment; The staff of different working time only show significant difference in distribution fairness.(5) Compensation fairness has positive impact on employees’performance, and organizational commitment is the mediator of them.(6)Distribution fairness and total procedure fairness have positive impact on employees’task performance, and organizational commitment is the mediator of them.(7)Distribution fairness and total procedure fairness have positive impact on employees’contextual performance, and organizational commitment is the mediator of them.This research has some innovations as follows:(1) This is a research for one industry (commercial banks), has reference value for companies’management. The conclusion of this research could provide some theoretical basis for human resources management of commercial banks.(2) Explore how compensation fairness effect on employees’performance. This research can give commercial banks a new way to improve employees’performance.(3) Adopt organizational commitment as intermediary variable.(4) Pay attention to contextual performance. Employees’contextual performance is an important aspect of the employees’ performance, even though it can not improve employees’task performance, it can promote others and the whole enterprise’s performance, so it is very important.