Research On The Influence Mechanism Of Performance-Related Pay Intensity On Pay Satisfaction And Employee Performance

With the rapid development of China's economy,state-owned enterprises,private enterprises and foreign-funded enterprises are facing the challenge of increasing difficulty in operation and management,and performance management and compensation as a powerful means are indispensable in the current environment.Therefore,this study focuses on the concept of performance-related pay intensity,discusses its impact on compensation satisfaction and performance.And because this article considers the influence of individual differentiation characteristics,we introduces the concept of leadership-member exchange social comparison as a moderator,in order to explore the effect of variables on the effect of performance pay incentives.This study firstly reviews the model and hypothesis through literature review,collects data by means of questionnaires,collects 212 valid questionnaires,and analyzes the data using SPSS24.0 and AMOS22.0 statistical software,and tests the research hypothesis.Finally,draw conclusions and discuss related management implications.This paper is composed of eighth chapters.The first part is the theoretical analysis,including Chapters 1-2 of the article,which prepares the study for the full text and lays the foundation for the theory.The first chapter introduces the background and significance of this study.Chapter 2 is literature review,it discusses the research progress on performance pay,compensation satisfaction,employee performance,and leadership-member exchange social comparison.The second part is the research subject,including chapters 3-5 of the article,which is the key research content of the full text.Chapter 3 is research design,including research approach,research tools and sample descriptions,and specific research methods.Chapter 4 is hypothesis of this paper,which provides a detailed explanation and hypothetical reasoning about the interrelationship of research variables.Chapter 5 is the core empirical analysis,which mainly includes the reliability and validity test of the scale,the descriptive analysis of the data,the correlation analysis of the data and the regression analysis of the data.The third part is the research summary and recommendations,including Chapters 6-8 of the article.This part mainly summarizes the research conclusions.The main conclusions are as follows: 1)There is a significant “inverted U-type” relationship between performance pay intensity and employee performance;2)compensation satisfaction in the process of performance pay intensity impact on employee performance play a mediating variable role.3)Leadership-member exchange social comparison has a significant moderating role in the above relationship.Based on this,this paper puts forward the management enlightenment,the enterprise should fully play the informational aspect of reward in the performance pay management practice,and appropriately restrain the controlling aspect of reward.This paper also clarifies the limitations and future prospects of the research.