A Study On The G University Performance Salary System Based On Equity Theory

China introduced the Reform scheme of income distribution system for public institutions No. 56(2006) of the Ministry of personnel of the state in July 2006. The institutions began to implement a new round of reform concerning income distribution system. However, in the process of implementing the performance wage system, there are more or less problems such as unfair performance pay system, unreasonable performance pay system, unreasonable performance appraisal and so on. It is an urgent problem to be solved in the process of implementing the reform of post-performance salary system, and how to apply the performance pay system in the enterprise to the University. Therefore, based on equity theory, combined with the empirical analysis of university G’s performance wage system reform and design, this paper aims to improve the fairness of school performance salary system, enhance the enthusiasm of teachers, which has important practical significance. To achieve this, the main research contents and conclusions are as follows:First, the university G’s performance salary fairness is under research and analysis. Through the questionnaire investigation, expert interview and case analysis, a collection of more than 10 brothers college performance wage data, university G’s performance salary data and staff pay for performance in the fair status survey data, from external equity, internal equity and individual equity three dimension analysis of the university G’s performance salary fairness present situation and existing problems. On this basis, the analysis of the causes of the university G’s performance pay is not fair, which lays the foundation for the follow-up of the performance of the wage system reform.Second, the theoretical framework of G school performance salary system reform is under investigation. Through literature research, institutional research and analysis, the historical evolution of the income distribution system carried out and summarizes the characteristics of the performance wage system reform, effect and difficulties, and on this basis, combined with the university G’s performance salary actual lack of competition and incentive, the theoretical framework system based on equity theory University G’s performance salary system reform, the theoretical framework of the system from the external equity, internal equity, individual satisfaction and fairness enhance three perspective, the design g school performance salary system reform of the specific case.Third, G’s performance salary system design is analyzed based on equity theory. Combined with the G school performance salary status, problems and the theoretical framework based on equity theory, the system design of salary system of G school performance,(1) based on the full employment design sustainable performance wage growth mechanism, to solve the G school performance salary external unfair status;(2) based on the post appointment, post standard planning inside the school different positions and different grades of fixed position performance, job performance and graduation design reasonable, reduce the differences between the post-performance salary, at the same time to play high-end talent research and teaching enthusiasm in science, a small school recruits senior positions, the implementation of the annual salary system, so as to encourage high-end talent through the performance salary reform, encourage middle-income groups, to enhance the overall effect of low income groups;(3) post appointment and duties are based on oriented Teaching staff and the secondary mechanism of performance appraisal system, through the design of performance appraisal, on the one hand to encourage to make outstanding contributions to organizations and individuals, an urge task execution units and individuals ineffective, through the rewards and punishments to solve individual pay for performance in the unfair sense of awareness.