Research On How Compensation Fairness Affect Employee’s Work Performance And Turnover Intention In Post-80’s

80’s generation, as the main force of the new generation of workforce, are playingincreasingly important roles. Because of their unique personality, pursuing freedom andchasing individuates, enterprises have paid great attention to the situation of their jobperformance and displacement. Previous studies confirmed that pay equity has great influenceon job performance and turnover intention, in the extend to how payment equity have theimpact on80’s generation’s job performance, how much payment equity influence theirturnover intention, and what are the differences between how payment equity influence jobperformance and turnover intention., which are the main content of this paper.On the basis of reviewing the literature, focusing on80’s generation as object, the paperdefined payment equity, job performance, and turnover intention, raised relevant assumptionon the relationship between payment equity and job performance and the relationship betweenpayment equity and turnover intention, conducted questionnaire research, and adoptedSPSS17.0to get statistical results. The conclusion of the study are showed as follow: Payequity have significant positive affect on job performance, and three dimensions of jobperformance, including outcome fairness, procedural fairness, and interactive fairness, play apositive role in promoting the job performance. The negative correlation of pay equity andturnover intention has reached to a significant level. Likewise, the three dimensions of payequity and turnover intention are negatively correlated.The study has guiding significance on the way to improve80’s generation’s feeling ofpay equity in order to enhance the job performance, lower the turnover rate, and reducehuman resource risks.