The Research On Retailing Staff Salary Satisfaction Degree:Case Study Of Retailing In Beijing

Pay satisfaction has significant influence on employees' working performance,which has become crucial for those sectors of human resource management.It's direct effect that pay satisfaction has on the input-output ratio of the labor factor for employers,and it's one of the most effective indicators measuring the working performance of human resource management sectors.A efficient compensation motivation system can not only retain employees,but also enable employees to perform their jobs efficiently.Otherwise,even if the employers retain employees with rogue clauses,those employees work with negative emotion which could result in immeasurable loss.Taking the pay satisfaction of those employees in Beijing Retail Industry as research objects,this dissertation studies the pay satisfaction dimensions and the interactions among organizational justice,positive-negative emotions,working performance and pay satisfaction.Based on the research,the dissertation put forward some corresponding advice.In the first part,there exists a summary on the definition,theories,constitution dimensions,and influential factors on pay satisfaction.Besides,with the local situation,the author puts forward some hypotheses on the pay satisfaction in Beijing retail industry.In the second sector,the author add some subjects on non-monetary compensation on the PSQ scale created by Schwab in 1985,and develops a new scale for this dissertation.Moreover,with those scales for organizational justice,positive-negative emotions and working performance,this paper advances a comprehensive system for pay satisfaction survey and evaluation on Beijing retail industry.There are reliability analysisand validity analysis in this paper.In sector 3,employing SPSS17.0,the dissertation makes factor analysis,single factor variance analysis and multiple regression analysis and tests those hypothesis as mentioned above.Lastly,the author proposes some advice on the improvement of the pay satisfaction in Beijing retail industry and the limitations and the outlook to the field of this thesis.There are 6 conclusions in this thesis.Firstly,Salary,welfare,nonmonetary compensation,salary promotion,and salary management constitutes the pay satisfaction in Beijing retail industry.Secondly,non-monetary compensation is the vital dimension of the pay satisfaction in Beijing retail industry.Thirdly,there exists no significant difference among those Beijing retail companies.Fourthly,organizational justice and positive emotion have active effect on the pay satisfaction and working performance in Beijing retail industry.Fifthly,negative emotion has little impact on the pay satisfaction and working performance in Beijing retail industry.Sixth,the pay satisfaction in Beijing retail industry influences the local working performance positively.These conclusions above has favorable maneuverability and positive reference significance on the improvement of the pay satisfaction in Beijing retail industry.