Research On The Relationship Between Compensation Incentives And Job Performance

Performance is the realistic goal of companies,which is believed to be the beginning and destination of all operations and management activities.No matter how many factors affect the achievement of enterprise performance in practice,it is always based on the realization of individual performance of Employees.The individual performance of employees depends on both ability and attitude.In view of the relative stability of ability,how to fully mobilize the enthusiasm of employees and achieve the good performance expected by organizations through hard work has become the most important work in human resource management and even other management activities.In the practice of human resource management,many forms can be applied to motivate employees,including materially and spiritually,long-term and short-term,fixed and elastic ways.And pay rise is the most basic form usually considered as a way only with health-care function.Whether it can effectively motivate employees,mobilize their enthusiasm to work hard for improving performance depends more on the employee's actual perception to the fairness of remuneration in addition to the basis of measurement,absolute size and the form of redemption of the compensation itself.That is,employees will make a series of comparisons between their own salaries and others' ones,their contributions and past pay to determine whether they are treated fairly,and then decide how much work they should invest later.In other words,the perception of employees to fairness plays a regulatory role between compensation incentive and job performance.Based on the above discussion,this paper makes an in-depth study on the relationship between compensation incentive and job performance,focusing on the potential moderating effect of fairness perception on their relationship.Based on the literature of salary incentive,job performance and fairness perception,this paper makes assumptions on five studies,and draws the final conclusion through empirical research and results analysis.The first chapter is divided into four sections,respectively elaborating the research background and the research significance,the research content,the research idea and the research method,the possible innovation and the insufficiency,which has paved the way for the full text research.The second chapter is divided into three sections,respectively elaborating the salary incentive research summary,the work performance research summary,the fair perception research summary,which has laid the foundation for theanalysis research of full text.The third chapter is divided into two sections,respectively elaborating the theoretical basis and research hypothesis.The fifth chapter is divided into six sections,namely,correlation analysis,regression analysis,the correlation discussion between salary incentive and job performance,the correlation discussion between salary incentive and fairness perception,the correlation discussion between work performance and fairness perception,and the effect of fairness perception on the adjustment of compensation incentive and job performance.Through these analyses,the results are as follows: the positive correlations between salary incentive and employee performance,between compensation incentive and fairness perception,between fairness perception and job performance are exact,and fairness perception plays a role in the adjustment of compensation incentive and job performance,but its intermediary effect between them is not tenable.While,the sixth chapter is divided into two sections,respectively,for the study conclusion and management revelation.The research and conclusion of this paper not only enrich the related research on the relationship of compensation incentive and job performance,but also provide a new perspective from the perspective of fairness perception,and offer theoretical and practical reference for enterprises to optimize the mechanism design of compensation incentive and improve their work performance.