The Relationship Between Total Rewards Satisfaction Of The New Generation Knowledge Employees And Job Performance Under The Mediation Of Job Involvement

The rapid development of technology and the widespread popularity of higher education due to that the status of knowledge workers in the enterprise is increasing gradually. A huge body or researches has focused on the topic that how to inspire and manage the new generation of knowledge employees. Currently, the majority of enterprises adopt performance-related pay incentives, rewarding or punishing employees with materials. For enterprises, this approach is simple to implement.However, it is easy to dampen the enthusiasm of the staff. Thus it is significant to find a useful approach to motivate the new generation of knowledge employees and improve their work efficiency. Today, the demand level of knowledge employees gradually has changed, from the mere pursuit of material rewards to a broader concern involving the non-economic rewards of the work: the outlook of career development, fulfillment of their self-value, the chance to balance work and family and so on. The integrated salary meets the needs of employees at all levels, hence an incentive the new generation of knowledge employees.This paper bases on the method of literature analysis, questionnaire analysis, trying to explore the relationship between total rewards satisfaction and job performance overall remuneration model by the American Compensation Association’s. Through the introduction of job involvement,advising the research ideas of "Total Rewards Satisfaction- Job Involvement- Job performance".In this paper, taking the new generation knowledge employees from non-state enterprises in Shanxi as the research object, A total of 270 questionnaires, 218 valid questionnaires. Using statistical software SPSS21.0 and AMOS21.0 to process the data collected, and exploratory factor analysis and confirmatory factor analysis. Total Rewards Satisfaction with five dimensions can be aggregated into two factors, named as Extrinsic Rewards Satisfaction and Internal Rewards Satisfaction. Using regression analysis to test the proposed hypothesis,the empirical results are as follows:(1)Compared with the internal rewards satisfaction, Extrinsic Rewards Satisfaction have more impact on Job Performance, Job Involvement. In the data collection process, the proportion of the sample 90 is slightly larger, harsh realities of life outside pressure that they are paying more attention to extrinsic Rewards related currency.(2)JobInvolvement has a positive impact on the Job Performance, the effect on task performance is slightly below the relationship between Contextual Performance.(3) Job Involvement acts as a part mediator between Total Rewards Satisfaction and Job Performance,Job Involvement acts as a part mediator between Total Rewards Satisfaction all dimensions and Job performance all dimensions. Finally, based on empirical, the author puts forward some specific measures by Total Rewards theory and incentive theory to improve Total Rewards Satisfaction, Job Involvement and Job Performance, and put forward the prospects for the disadvantage of the paper.