An Empirical Study Of The Influence Of Compensation Gap Between Teammates On Individual Job Performance

As the problems about the compensation gap in team and the individual job performance have increasingly become a social hot topics at present, a thorough understanding of the relationship between the compensation gap in team and the individual job performance is particularly important.There are many factors that influence individual job performance inside the organization, the compensation gap is a factor which is given more attention by scholars. The existing research point slipt into two factions:one support the positive impact on Tournament Theory; the other support the negative influence. And the debate lasted up till now. This study selected the sales team staff as the research object, use the individual culture value orientation which means moderator variable as the starting point, then divide the compensation gap into definable and indefinable compensation gap. And according to the measurement of individual sales and individual ranking assessment score to discuss the direct influence of the pay gap and individual cultural orientations, which includes collectivism and individualism.This study surveyed513employees in A company, using the confirmatory factor analysis to test the tendency of individual culture value--collectivism and individualism, reliability and validity of the measurement scale and applying multiple regression analysis to test these hypotheses. the main research contents and results can be stated as follows:(1)The compensation gap is an important antecedent variables which affect the individual job performance, and the influence whatever by individual sales or individual ranking assessment scores is positive. However the influence is different after we explain the compensation gap. Management practitioners should know the reason of this difference and deal with it in a different way.(2)Whatever by individual sales or individual ranking assessment scores, individual cultural orientations adjust the positive relationship between individual sales and individual job performance. When we use the individual sales to measure the individual job performance, the adjustment is negative. But when we use the individual ranking assessment scores to measure the adjustment is not significant Managers in the practice of management should fully consider the cultural value orientation of individuals inside the organization and make a different response measures according to this.(3)Management should consider the gender education, region and age seriously when they design the salary system and consider the effect of compensation gap on individual performance.