The Effect Of Salary Fairness On Job Performance

In this study, I use one of casting companies in Shandong Province as the object. I use thequestionnaire to investigate employees’ compensation of fair conception, and the recognition ofdistribution gap. On this base, I use interviews to understand the employees’ different opinionsand expectations on the salary distribution system, the psychology and behavior when they can’trealize the compensation of fair conception, ect.Through the statistical analysis of the survey, the results are as follows:1．In the compensation of fair conception scale, gender does not have significant differenceon its overall and all dimensions; Post of duty has significant difference on its fairness dimension;At the same time, age, marital status, education level, type of work and working time havesignificant difference on its overall and all dimensions.2．In the work performance scale, gender, education level and working time do not havesignificant difference on its overall and all dimensions; Marital status and type of work havesignificant difference on its peripheral performance dimension; Post of duty has significantdifference on its task performance dimension; And only age has significant difference on itsoverall and all dimensions.3．There exist striking Positive correlations between the overall and all dimensions of thecompensation of fair conception and work performance.4. The compensation of fair conception has ability to predict work performance, but thedimensions of the compensation of fair conception do not have ability to predict workperformance on its overall and all dimensions.5.52.4%of the employees think that reasonable allocation is appropriate betweendifferences. According to the weight proportion, the factors that can inspire employees is a bonus,learning and training opportunities, paid vacation, promotion and travel rewards. The reward thatemployees look forward is not only limited to material rewards, but also spiritual rewards, suchas they can be rated as advanced individual, model and so on when the year-end summary.6．For the current company profit-sharing,69.7%of employees think it as the account ofwork here, by the investigation, if the company can do the original everyone shares equal in thedistribution, this proportion will increase.7. In the company’s current salary reform, the existing problems and recommendations fromemployees are mainly concentrated in low wage and its slow growth rate, wide income gaps,salary performance appraisal standard should improve and so on. The responsible departmentshould attaches great importance to grass-roots staff, improve the wage base, reasonabledistribution of shares, and ensure the implementation of the policy of open and transparent. 8． The employees should take the positive and negative measures to balance thecompensation injustice. Positive measures including some of them stand in the leadershipperspective their deficiencies and correct them in the work, or ask the relevant director forcommunication, entertainment to properly vent, etc. Negative measures including passively,slacking, resigned and so on.By the actual situation of investigation cases combined with statistical analysis of the results,in the proposed part, I put forward the measures to improve the compensation of fair conception,it is useful to develop more reasonable compensation incentive mechanism, so as to the furtherdevelopment of the company with the employees’ efficient work.