The Relationship Between Pay-for-Performance Perceptions And Pay Satisfaction

In enterprise management, the compensation has been entrepreneurs and managers’topics of common interest.The trend of pay system is pay for performance, it’s an important part of the incentive plan.Through the perception of pay for performance influences on pay satisfaction, so as to change employees’behavior.Previous related literature more focused on the study of pay for performance, but less from studies on the degree of employees’perception between performance and compensation, studies on forestry enterprise employees pay-for-performance perception either.And forestry as the basic industries, an important part of forestry industry and national economy in our country, there is important practical significance to study on its employees’ perception of pay for performance.We propose our theory hypothesis and model based on a large number of studies at home and broad.Based on the perception of pay for performance,we aim to study the relationship between it and pay satisfaction and its dimensions,and introduce self-efficacy variable to study whether it play a regulatory role in these relationships.This paper uses the questionnaire survey method.We gathers 257 valid questionnaires in total, using SPSS 19.0 software for data test and analysis, getting the following conclusion:perception of pay for performance has a positive effect on pay satisfaction and its four dimensions.And self-efficacy in the relationship of pay for performance perception and pay satisfaction and its dimensions has no significant adjustment function. In conclusion, research’s limitation, practical significance are discussed, and put forward some opinions on future research directions and Suggestions.