A Research On The"Black Box"Mechanism Of The Relationship Between Compensation Dispersion And Enterprise Performance

The correlation between compensation dispersion and enterprise performance has been a high-profile focus in academia.Scholars’ main understandings about the correlation between compensation dispersion and enterprise performance are divided into three kinds.Tournament theory holds that compensation dispersion can motivate employees and improve enterprise performance;Behavior theory holds that excessive compensation dispersion will destroy the cooperative relationship between employees and reduce enterprise performance;The synthetic effect of tournament theory and behavior theory makes the influence of compensation dispersion on enterprise performance show an inverted “U” type,that is,the sense of inequality increases with the increase of compensation dispersion,cause enterprise performance to rise first and then decline.This thesis combs the important theoretical research results at home and abroad,provides a reference for future compensation dispersion research,and a theoretical basis for compensation coordination decision-making.This thesis reviews the important theoretical research results at home and abroad,it will provide reference for future compensation dispersion research and theoretical basis for compensation coordination decision.In the context of supply-side structural reform,it has become an irresistible trend to improve total factor productivity and promote sustained and healthy economic and social development.How to give consideration to the interests of enterprises and employees,coordinate the decision-making of employee compensation,and achieve the goal of social optimal allocation of shared development,has become a realistic problem to be solved urgently.The purpose of this paper is to open the “black box” of the relationship between compensation dispersion and enterprise performance,so as to verify whether the effect of compensation dispersion on enterprise performance conforms to the tournament theory or the behavior theory,or the result of the synthetic effect between the two theories.So as to provide reference for enterprise compensation coordination decision,promote the work of human resource management activities,and realize win-win situation of enterprises and employees.This thesis mainly includes three parts.The first part measures employees’ compensation perceived value according to prospect theory and psychological account theory,including employees’ self-expected compensation perceived value,social comparative compensation perceived value and comprehensive compensation perceived value.The second part is used to verify the relationship between compensation dispersion and compensation perceived value,analyzing the compensation perceived value of junioremployees,intermediate employees,senior employees and all employees.The third part proves the inverted "U" relationship between compensation dispersion and enterprise performance,and explains the "black box" mechanism of the relationship between compensation dispersion and enterprise performance.This thesis uses behavioral experiment method to verify the effect of enterprise performance on compensation dispersion on the basis of measuring employees’ compensation perceived value,in order to explain and prove the inverted “U” relationship between compensation dispersion and enterprise performance,thus opening the "black box" of the relationship between compensation dispersion and enterprise performance.In order to make the experimental results more authentic,effective and scientific,this study made the following safeguard measures.First,increase the sample size,minimize uncontrollable factors and reduce errors as far as possible.Second,do enough experimental preparation.Prepareing the experimental background and requirements to be explained to the participants,make every effort to render a realistic environment,and provide appropriate material rewards for the participants as rewards for participating in the experiment.Third,do a good job in the pre-test.Before the formal implementation of the experiment,some participants should be found to carry out the pre-test.According to the experimental results and feedback information of the pre-test,the content,process and control of the experiment should be adjusted appropriately.The main conclusions of this study are as follows.(1)The compensation dispersion of employees positively predicts the perceived self-expected compensation perceived value,while the compensation dispersion of employees negatively predicts social comparative compensation perceived value.(2)There are differences in the trend of compensation perceived value between grass-roots employees and senior employees.(3)There is an inverted "U" relationship between compensation dispersion and employees’ compensation perceived value.Employees’ self-expected compensation perceived value and social comparative compensation perceived value jointly form the comprehensive perceived value,which influences employees’ behavior decision-making under the action of this mechanism.(3)The compensation dispersion has an inverted U-shaped curve relationship with the enterprise performance,and the enterprise performance first increases and then decreases with the increase of the compensation dispersion.The contingency view is reasonable to some extent.In this thesis,the innovation points are as follows.(1)Perspective innovation: from the perspective of behavioral economics,this thesis explores the impact of compensation dispersion on enterprise performance from the perspective of compensation valueperception,which is conducive to opening the “black box” of the relationship between compensation dispersion and enterprise performance.(2)Method innovation: different from the survey method of traditional empirical research,this thesis uses the experimental method to measure employees’ compensation perceived value,and pays more attention to psychological perception;(3)Achievement innovation: this thesis analyzes the “black box”mechanism of the relationship between compensation dispersion and enterprise performance,and further explains the inverted “U” effect from the perspective of behavioristics,enriching the research achievements in the field of compensation.This thesis further explains the inverted “U” effect of compensation dispersion on enterprise performance from the psychology and behavioristics,which has important theoretical and practical significance.