The Research On The Relationship Of Pay For Performance Model And Work Performance

In recent years pay for performance has become the mainstream way for paying salaries in our enterprises. The organization hoped to restrain and motivate employees by this way, which to maximize employees'performance. For a long time, people always refined employees'performance as the range of job description. However, with the development of globalization and the coming of knowledge economy era, the world becomes flatter, and team work has become increasingly popular, so the research on effectiveness of pay for performance should not only focus on task performance, but also their extra role such as contextual performance.In western countries the research on pay for performance has been achieved a large number of results, but little empirical study in domestic. So far we're not clear that the status and its effectiveness of implementation of this model.This study used both theoretical and empirical research methods. On the basis of the existing literatures, by surveying different types employees from high-tech manufacturing industry, to know about the status of pay for performance during its implementation , its effectiveness., and analyze the relationship of pay for performance model, perception of organizational justice and work performance. In this study, pay for performance model will be defined as individual / group performance model, as well as result / process performance model. Work performance is defined as two dimensions: task performance and contextual performance. Through the quantitative and qualitative research, to obtain the practical proposals for improving the effectiveness of implementation of pay for performance.By using SPSS17.0 to analyze and explore the relationship between the different pay for performance models and work performance. The conclusion includes Individual-based Performance Pay ( IPP ) makes employees perform more task performance and Group-based Performance Pay(GPP)makes employees perform more contextual performance. The perception of organizational justice can predict the change of work performance .As well as the intermediary role of perception of organizational justice between pay for performance models and work performance is apparent. Finally, put forward some suggestions for improving performance management system.