The Relationship Of Primary And Secondary School Teacher’ Pay-for-performance Perceptions, Pay Satisfaction And Work Engagement

Since the implementation of the compulsory education of primary andsecondary school teachers’ pay for performance system, it has caused widespreadconcern in society. With literature analysis, depth interviews, questionnaires andother methods, this study conducted a survey based on732primary and secondaryschool teachers’ questionnaire of compulsory education. There are severalaims.One is to understand the performance of primary and secondary schoolteachers and explore the background of the implementation of pay-for-performanceperceptions, pay satisfaction and work engagement overall status and differences indemographic variables. Then explore the relationship between pay-for-performanceperceptions,pay satisfaction and work engagement; the last one is trying to revealthe role of pay satisfaction in the impact of pay-for-performance perception and jobengagement. Thus provides a theoretical basis to promote the teaching of theprimary and secondary school teachers, and provides practical guidance for bettermanagement of primary and secondary school teachers salary distribution.The conclusions of this study are as follows:(1) Overall, pay-for-performance perception level and the level of jobinvolvement of primary and secondary school teachers are middle-above; paysatisfaction levels of primary and secondary school teachers are middle–up.(2) As for demographic variables, age, location of schools have a significanteffect on the performance of the primary and secondary school teachersperformance pay perceptual level; Gender and age have a significant effect on thelevel of primary and secondary school teachers’ job involvement;In addition toteaching experience, sex, marital status, education, head-master or not, age, title,inaugural schools, inaugural School location and other variables have a significanteffect on the level of pay satisfaction of the primary and secondary school teachers.(3) Primary and secondary school teachers’ performance pay perceive has significantly relationships with pay satisfaction and job involvement. That is to say,pay-for-performance perceptions and pay satisfaction has a significant positivecorrelation(r=0.266,p<0.01),and can predict pay satisfaction degrees;performancepay perception and job involvement significantly positively correlated(r=0.254,p<0.01), and can predict job involvement;pay satisfaction and job involvementsignificantly positively correlated(r=0.269,p<0.01),and can predict investment.(4) Pay-for-performance perceptions can predict and influence WorkEngagement directly, also indirectly influence Work Engagement through paysatisfaction. That is to say, pay satisfaction plays a significant part of theintermediary role between Work Engagement and Pay-for-performanceperceptions.