Research On The Influence Of Total Rewards On Task Performance Of University Graduates

In recent years,the number of university graduates has been increasing,the number of university graduates has reached 8.2 million in 2018.“80s and 90s” university graduates have become the main force in the workplace.They have strong learning ability and innovative ability to inject fresh vitality into the enterprises,but owing to lack of job skills,they cannot meet the needs of enterprises and the more workplace disadvantages begin to appear.There is a big difference between the school and the workplace environment.The knowledge and skills that university graduates have learned at school often cannot match the needs of the company,resulting in “learning and useless” and inefficient work.Therefore,for university graduates,how to adapt to the workplace environment,improve work performance,and transfer to the labor market successfully is an important issue that needs to be resolved urgently.For enterprises,it is an important part to play the incentive effect of rewards and encourage university graduates to increase the demand for human capital investment and improve work performance.For university graduates,they should make full use of the rewards received from enterprises and increase their human capital investment with the goal of job requirements,and accumulate and develop knowledge and skills related to the work they are engaged in continuously to meet job requirements,and improve work efficiency.This paper will refer to the human capital investment that aims to meet the needs of the post as the post human capital investment.There is a big difference between the new generation of university graduates and the older in thinking,learning ability and values.In the work,they pay more attention to the working environment,respect and recognition of the company in addition to salary.Therefore,enterprises should encourage them to increase their investment in human capital and improve their performance by meeting the diverse rewards needs of university graduates.Existing research on total rewards,human capital investment,and job performance still have some shortcomings.First of all,the existing researches focus on the impact of a certain type of reward or several types of rewards on employee's behavior,and lack of s systematical researches.Secondly,the predecessors' researches mostly regard enterprises as the main body of human capital investment,ignoring the influence of individuals on human capital investment and job performance.Thirdly,as far as the content of human capital investment is concerned,existing researches focus on a specific type of investment,such as education human capital investment,training investment and health care investment,and lacking systematic research on human capital investment to meet job demands.Therefore,this study takes university graduates as the main body of human capital investment and introduces the total rewards,studies impact on the performance of university graduates,takes the post human capital investment as the intermediary variable,and introduces the organizational learning atmosphere as the adjustment variable to construct the Total Rewards-Post Human Capital Investment – Task Performance Model.Based on the theory of incentives,human capital theory,social exchange theory and social information processing theory,the paper analyzes 393 questionnaires and conduct hypothesis testing through questionnaire survey and regression analysis.It is found that the total rewards affects university graduates' task performance positively,post human capital investment plays a partial intermediary role between total rewards and task performance.Organizational learning atmosphere has a positive impact on post human capital investment,but the moderating effect on total rewards and post human capital investment is not significant.On this basis,the paper proposes countermeasures from the enterprise level and individual level.At the enterprise level,enterprises can increase their job performance by providing them with the total rewards to meet the investment needs of university graduates.At the individual level,university graduates in the workplace must establish correct work values and improve their engagement.This paper explores the impact of the total rewards in China's context on the job performance of graduates.It has a great significance to improve the professional ability of university graduates and the level of rewards management.The innovation of this paper is: put forward the concept of post human capital investment,and introduce education and training investment and health investment into the research scale of post human capital investment.Taking the university graduates as the main body of the post human capital investment,the mechanism of the impact of the total rewards on its task performance has been explored,and the intermediary role of the post human capital investment between the total rewards and the task performance of the university graduates has been verified.