A Study On Influential Factors Of Staff's Equity Perception Of Execlutive Compensation In State-owned Enterprises

In recent years, the salaries of some state-owned enterprises executives jumped, and the gap between the pay of ordinary employees is growing. Studies have shown that employees will compare their compensation to that of senior executives. If the input-output ratio of the two large inconsistencies, the staff will form an unfair perception of pay, and then adjust their work behavior, resulting in slowing down, exiting work and other negative work behavior, affect production efficiency, and ultimately have an impact on business performance. Therefore, it is of great significance to explore the factors that affect the fairness of executive compensation in state-owned enterprises. It is helpful to improve the fairness of state-owned executive compensation, reduce the questioning of ordinary employees and improve the efficiency of state-owned enterprises, implement of the call of General Secretary Xi Jinping on the firm to enlarge and strengthen the state-owned enterprises.First, the paper summarizes the related theories and literature review, and then compiles 26 prequalification questionnaires about the fairness of executive pay, 5 questions of emotional commitment questionnaire and 6 questionnaires of job performance questionnaire. Secondly, this paper investigates the pre-test questionnaires, selects the employees of the state-owned enterprises as survey objects, collects the data, and uses SPSS 19.0 internal consistency reliability and CITC homogeneity to test, then KMO test and exploratory factor analysis , removes the unqualified subject. Thirdly, I carried out the formal questionnaire survey, reclaimed the data, using the factor analysis to test whether the influencing factors of the executive compensation fairness cognition has the good structural validity. The independent sample T-test and one-way ANOVA were used to explore whether there were significant differences in the fairness of executive compensation among the s employees under the demographic variables. By using Pearson's Correlation Coefficient to test the relationship between employees' perceptions of equity of executive compensation and their job performance and affective commitment, the following conclusions can be drawn:1.Through exploratory factor analysis on 22 subjects, this paper extracted three main factors, named as fairness cognition of distribution, program fair cognition and interpersonal fairness cognition.2.The perceptions of fairness of executive pay by the State - owned enterprise staff have been tested that are positively correlated with affective commitment and job performance, and the correlation with emotional commitment is higher than that of job performance.3.Under the variables of gender, education, job levels and firm type, there is no difference between the employees of state-owned enterprises on the fairness of executive compensation. Under different levels of work experience, there is no difference in the perception of executive pay equity among employees.