Research On The Influence Mechanism Of Salary Distribution Of Grassroots Teams In Express Logistics On Work Performance

Based on a series of practical management problems such as the lack of humanism,large income gap and strict salary distribution,this paper finds that the current salary distribution,as the main incentive means of grass-roots management,is difficult to give full play to the incentive role in the grass-roots team of express logistics.Because most of the previous studies are aimed at the optimization of salary distribution system in a single case,or the empirical test of salary distribution of senior management team based on financial data simulation situation.This paper focuses on the operation of grass-roots teams in the real situation of express delivery enterprises,taking multi-sites and their employees as the main research objects,puts forward the scientific problems of the research on the influence mechanism of salary distribution on work performance of grass-roots teams in express logistics enterprises,and makes in-depth exploration.Firstly,this paper constructs the mechanism model of the influence of salary distribution on work performance of express logistics grass-roots team,and puts forward the correlation hypothesis.Based on the field investigation of the stationmaster,functional department staff and courier brother,this paper sorts out and analyzes the relevant interview texts,tests the theoretical hypothesis by using the qualitative framework,and puts forward a new factor-leader-employee exchange relationship in the process of the influence of salary distribution of grass-roots teams on job performance based on the coding method of rooted paradigm,and puts the new factor into the theoretical model of influence mechanism,and puts forward the mediation effect hypothesis.Secondly,this paper uses the real operation data of express delivery site and I-M-O team effectiveness intermediary model to conduct a multi-dimensional empirical test of team-individual two-tier level.This paper empirically tests the related effects of salary distribution on job performance in grass-roots teams,including human capital utility in the dimension of salary level,tool utility in the dimension of salary gap,signal utility in the dimension of salary incentive intensity,and intermediary effect of leader-employee exchange relationship.Finally,according to the research conclusion,this paper puts forward some strategic suggestions to improve work performance from the perspective of salary distribution,that is,to protect employees’ rights and interests and stick to salary commitments;Maintain a high level of incentive intensity and give play to the signal advantage of performance orientation;Maintain a reasonable range of pay gap and improve the effectiveness of pay gap tools;Strengthen the communication and feedback mechanism,and stabilize the exchange relationship between webmaster and brother.