| The institutional reform currently underway in our country is guided by General Secretary Xi Jinping’s socialist ideology with Chinese characteristics for the new era,aimed at modernizing the national governance system and governance capacity,optimizing function allocation,transforming government functions,improving execution and efficiency.As a government agency with administrative and business responsibilities,the high-tech zone has introduced incentive mechanisms to better play a positive role and become the focus of societal attention.This study takes the salary management status of the management committee of a high-tech zone in Taiyuan,Shanxi as its research object.By applying the latest relevant theories of salary management and using survey questionnaires,first-hand data on the salary satisfaction of all employees working in the management committee of the high-tech zone were obtained.Through reliability and validity tests using SPSS and SATA statistical software and multiple ordered logistic regression analysis,the relationship between salary satisfaction and factors such as performance satisfaction,reward satisfaction,welfare satisfaction,job satisfaction,and employee dedication was empirically demonstrated.The results showed that there is a lack of fairness in the current salary system design in the Taiyuan high-tech zone,and the issue of unequal pay for equal work has a serious impact.The welfare system,bonus system,and performance management system urgently need reform.Finally,based on the empirical results and the latest salary management concepts,this article proposes suggestions for optimizing salary management in the management committee of the high-tech zone,based on the fullemployment system.It is hoped that through this research,the optimization of high-tech zone management operations can be promoted,the transformation of human resource management from "identity" to "position" can be achieved,a salary incentive system that matches the high-tech zone reform can be constructed,the common problem of salary conflicts and talent shortages in the high-tech zone can be solved,and the initiative,enthusiasm,and creativity of high-tech zone employees can be fully mobilized to improve performance and promote high-quality development. |
