Research On The Relationship Between Employee's Agreeableness And Total Reward

A study by Cornell University School of Industrial and Labor Relations found that the agreeableness of employees was negatively correlated with pay in the American workplace,with agreeable employees earning 18% less than their prickly counterparts.Combin g through domestic and foreign literatures,it is found that most studies on agreeableness and compensation are conducted in the context of western culture and organization,while few studies are conducted in the context of Chinese local organizations.In addition,the measurement of employee compensation is mostly based on traditional economic compensation,while ignoring the important role of non-economic compensation in attracting,motivating and retaining excellent employees.This is obviously incompati ble with the phenomenon of maximizing the satisfaction of employees' various needs in the era of knowledge economy.At the same time,previous studies only studied the influence of agreeableness on total reward in general,and did not carry out an in-depth study on the internal mechanism of the six dimensions of agreeableness on total reward.Therefore,this study starts with total reward and through reviewing a large number of domestic and foreign literatures,combs and summarizes the inherent logical rel ationship between agreeableness and total reward.Taking Chinese traditional culture as the background and combining the big five personality,agreeableness,total reward,expectation management,core competence and ability boundary theory as the basis,th e theoretical model of agreeableness personality and total reward is constructed and relevant research hypotheses are proposed.Using domestic and foreign mature scales,with 1486 employees as research samples,statistical analysis by SPSS23.0 and Amos17.0,the following conclusions were obtained: Agreeableness is negatively correlated with monetary reward,not with welfare,negatively correlated with learning and development,and positively correlated with working environment.Among them,modesty,charity and altruism are the disadvantageous factors that affect economic compensation,while obedience,honesty and altruism are the important factors that affect non-economic compensation.This paper uses the agreeableness to study the factors affecting the tot al reward,in order to find the key factors affecting the total reward and their various mechanisms from the six dimensions of agreeableness.On the one hand,it provides guidance for employees to build core competence,define capability boundaries,conduc t expectation management,and improve overall compensation.On the other hand,it provides reference for enterprises to integrate cultural values,give play to different personality advantages,and objectively evaluate employees' capabilities and performance.