Research On The Relationship Between Pay-for-Performance Perceptions And Work Engagement Of The Small And Medium-sized Enterprise Employees

As the performance salary system in a common implementation in domestic enterprises, the thought that work more and get more gradually replaces distribution equalitarianism, and become the mainstream ideology. However, the domestic small and medium-sized enterprises in the implementation of performance pay plan, more is blindly or copy for reference system model, rarely combined with the enterprise. Thus the effect often sells at a discount greatly, and can’t significantly improve the level of employee job involvement and job performance.This study is under the background of the implementation of performance pay system that lacks of staying power. We do research on the relation among pay-for-performance perceptions, self-efficacy and work engagement of the small and medium-sized enterprise employees, try to illustrate the implementation of the performance salary system that how to impact the work engagement level, and explore the specific mechanism of action of self-efficacy on the pay-for-performance perceptions and work engagement.This study based on interviews and questionnaire survey is conducted among 237 small and medium-sized enterprise employees. We use Excel and Spss17.0 statistical software to analysis, through the reliability and validity analysis, descriptive statistics analysis, analysis of variance, correlation analysis, multiple regression analysis to verify the relationship among the three variables. The conclusions of this study are as follows:Overall, the level of pay-for-performance perception, self-efficacy and job involvement is middle-above. As for demographic variables, education status, the types of jobs and the nature of work has remarkable effect on employees’ perception of performance pay level. In addition to the gender, marriage, age, education, length of service, the types of jobs, and the nature of work all have a significant impact to self-efficacy and work engagement. At last, pay-for-performance perception has significantly relationships with self-efficacy and work engagement. That is to say, pay-for-performance perception can significantly predict work engagement and its dimensions, and self-efficacy could adjust these two variables.Through this article research results, we hope to be able to help enterprises to promote the implementation of the scientific rationality of performance pay system, train high self-efficacy employees, and ultimately improve the work engagement and organizational performance as a whole.