Research On Employee Total Rewards On Job Performance Under The Mediation Of Labor Relations Climate

Non-state-owned enterprises play a significant role in solving the employment,developing national economy and increasing tax, etc. But in recent years, China has been in surplus labor infinite supplies "Lewis Turning-Point", meaning that the proportion of working population to total population is beginning to decline. At the same time, employees’ expectations of material and spiritual aspect will raise with the ascension of employee education level and. urbanization rate In this context, the profit pattern of non-state-owned enterprises long-term survival and development---relying on low wages to obtain competitive advantage, has been unsustainable. A lot of problems emerge: recruitment difficulties, labor relations tension, staff’s poor work enthusiasm. In addition, wage with years of continuous rising, marginal benefit of labor is declining under the condition of equal magnitude. However, the weight of soft compensation elements to attract workers is on rise. Therefore, how to maximize the incentive function of remuneration, excite the work enthusiasms of staff, and improve employee’s performance has become a problem to be solved at present stage.So far, the research based on the relationship between them at least exists two aspects of shortcomings. On the one hand, the existing research only emphasizes a single element of rewards, such as wage, benefits, career development, few studies investigate the role of relationship either from the general overall remuneration or putting compensation elements within a system; On the other hand, the mechanism of total rewatds and performance is still to be further enriched.Labor relations climate produces during the work. It not only can be perceived by the members of the organization, but also can be used as an important index to measure the quality of labor relations. The climate of labor relations will be influenced by employees’ evaluation of their total rewards. At the same time, the climate of labor relations will in return affect the employees’ job performance.Therefore, this article constructs the path following total rewards, labor relations climate, job performance. Through the analysis of 324 valid questionnaires from Shanxi non-state-owned enterprises, with the help of regression model, I confirm thatthe Shanxi non-state enterprises carrying out total rewards strategy will promote employee’ awareness of collaborative labor relations climate, prevent the formation of opposite type of labor relations climate perception, leading to improving the employees’ job performance. In addition, this paper further analyzes the impact on employee’ job performance and labor relations climate of each part of total rewards in the non-state enterprises.Based on the results of the empirical analysis, this article puts forward countermeasure suggestion for improving labor relations of Shanxi non-state enterprises and promoting employees’ job performance, and concludes the following innovations:(1)identified the structure and dimension of total rewards model in shanxi non-state-owned enterprises;(2)total rewards and its aspects have different influence on labor relations climate and employee’ job performance;(3)proved the mediating effect of labor relations climate between total rewards and job performance,and enriched the integration research between human resources management and labor relations.