Research On The Impact Of Perception Of Salary Distribution Difference On Employees’ Turnover Intention

Human resource management is more important in the development of modem enterprises,and is highly valued by the managers of enterprises.As one of the core contents of human resource management,s2alary management directly affects the work attitude and behavior of employees,and then affects the healthy,stable and sustainable development of enterprises.At present,some employees feel unfair in the enterprise salary distribution,which leads to employees’ turnover intention,affects the stability of the enterprise staff,and is not conducive to the healthy and stable development of the enterprise.In 2020,D Group ranked 28th among the top 500 private enterprises in China,and ranked first in the number of jobs created in the service industry for many consecutive years,with a total of 1.51 million.D’s enterprise economic scale and total employment fully prove its important position and representative in the industry.The analysis of the internal management of D Group has a reference significance for the development of the management system of the whole industry and even all private enterprises.Based on this,this paper selects D Group as the research object to analyze the impact of perceived differences in salary distribution on employees’ turnover intention.This paper first introduces the research background,research significance,research content and research methods.Then the related concepts are defined,including salary,perception of salary distribution differences and employees’turnover intention.This paper discusses the theory of salary,the theory of perception of salary distribution difference and the theory of salary satisfaction.This paper combs the research status at home and abroad from the relationship between salary distribution difference and performance,the relationship between salary distribution difference and employees’ turnover intention,and the relationship between salary distribution difference and satisfaction,which lays the foundation of this paper.This paper selects D Group as the research object to carry out empirical analysis,summarizes D Group,analyzes the general situation of human resource management of D Group,discusses the salary management situation from three aspects of salary system,salary composition and salary adjustment management mechanism,and summarizes the current situation of salary distribution difference of D Group.Based on the theoretical analysis,this paper puts forward the research hypothesis,constructs the theoretical research model,and then designs the questionnaire for the research variables of this paper,and carries out the questionnaire research in D Group.Through the analysis of the questionnaire data,the research hypotheses are verified.The results show that the perception of salary distribution difference has a significant positive impact on employees’ turnover intention,the perception of salary distribution difference has a significant positive impact on job performance,and the perception of salary distribution difference has a significant negative impact on salary satisfaction.Job performance and pay satisfaction play a mediating role in the perceived impact of pay distribution differences on employees’ turnover intention.Finally,based on the understanding of this study,this paper puts forward reasonable suggestions from five aspects.