The Influence Of Compensation Fairness On Job Performance And Turnover Intention In Laos Stated-owned Enterprises

With the development of the world economy and the perfection and development of different enterprises,the importance of human capital is also increasingly reflected.Therefore,the issue of employee turnover and job performance have also attracted more and more enterprises' attention.The development of enterprises depends on the staff,only the overall quality of the staff to improve,the enterprise will achieve long-term development.For the state-owned enterprises in Laos,due to the great changes in their economic,political and social backgrounds,the stability of their staff and their performance are a major issue for the state-owned enterprises in Laos at this stage of state-owned enterprise reform.Based on this background,starting from the existing research,this dissertation takes the fair theory,fair judgment theory and fairness inspiration theory as the theoretical basis of the dissertation,and uses the questionnaire survey method and the qualitative and quantitative research methods,selects Lao Electric Power Enterprise Lao Power Company Lao Air Force Enterprise Lao Stock Exchange Enterprise Lao Telecommunication Enterprise Lao Telecommunication Enterprise Lao Commercial Co.Lao Commercial Development Bank(Lao PDR);State Bank of the Lao PDR(Lao PDR);Lao National Insurance Service Company(Laos National Insurance Service Company)as survey subjects;from the perspectives of fair distribution,procedural fairness and fair dealing,a total of 326 questionnaires.Analyze the antecedent variables and outcome variables that arise from the turnover intention of SOEs in Laos,and propose corresponding measures.Based on this background,according to the results of questionnaire,it shows that compensation fairness is an important factor to increase work engagement which will result in turnover intention and job performance.Compensation fairness is significantly negatively correlated to turnover intention and positively correlated to job performance.What's more,work engagement acts as mediator between compensation fairness and turnover intention and job performance.In addition,there is a significant difference in mediating role of work engagement between compensation fairness and turnover intention and job performance for different gender.