Study On The Compensation Fairness Affect Job Performance Of New Generation Of Employee

In this paper,the relationship between compensation fairness,organizational trust and job performance in new generation employees are studied.On the basis of concluding study on the relationship between compensation fairness, organizational trust and job performance, the theoretical conception and research hypothesis of this paper is put forward.Method of questionnaire is selected to collect empirical research data, statistical software SPSS17.0 Lisrel17.0 are used for the analysis of the collected data, providing relevant recommendations about the management practice for the enterprise.Firstly, in this paper, the structural dimension of the core concepts like compensation fairness, organizational trust, job performance, are established by exploratory factor analysis, then, the validity and Reliability of three variables are proved well; and verifying the factor structure of compensation fairness, organizational trust, job performance, by Structural equation model, coming to the stability of the scale.Secondly, the core concepts of the distribution differences between the personal background variables by analysis of variance are explored. In the analysis, we found that the gender, age, marriage, job level,work experience of new generation employees has some impact on compensation fairness; the education level and the nature of the enterprise of new generation employees has a significant impact on organizational trust.Thirdly, through the correlation analysis, we explore the relationship between compensation fairness, organizational trust and job performance. We found that not only compensation fairness features has a positive impact on various dimensions of organizational trust, but also has a significant positive correlation between each dimension of job performance.Fourthly, we explored the way that how compensation fairness features affects organizational trust and job performance, and the intermediary role of organizational trust.Through the analysis we have come to that the two dimensions organizational trust, the system trust, relationship trust,playing a mediating role between compensation fairness and job performance.The results show that enterprises should consider the opinions of the employees fully when making salary system, and improve the communication channels, improve the staff’s trust in the organization to colleagues, to enhance employees’ organizational trust, make the staff into work better, and improve the job performance, eventually lead to an improvement in organizational trust.