The Research On The Relationships Between Employee Salary Distribution Fairness And Employee Engagement In Vaillant Wuxi Company

Enterprise salary management to achieve the ultimate goal is to realize the fairness of compensation, the legitimacy and effectiveness, unfair situation will lead to reduced the enthusiasm of the employees, especially will weaken spirit of employee engagement. In 2013, the China youth daily social survey center of a survey shows that 83.3% of people think that improve employee engagement approach is the enterprise should pay attention to the fairness of the salary. Both in theoretical research and practice in the management of the enterprise, the people have found a link between pay fairness and employee engagement. Based on Vaillant Wuxi company as the research object, combined with the management of the company and the present situation of low employee engagement, high turnover, employee engagement and remuneration allocation fairness through the analysis of the research of deep relationship, in order to promote managers to understand pay distribution impact on employee engagement, encouraging them to take the corresponding management methods and measures to improve business performance, at the same time contribute to develop a new way of thinking and practice management.This article first reviewed the relevant theories of compensation fairness, employee engagement and research results, on the basis of clearly defined the relevant concepts and puts forward the concept model; Second to Vaillant Wuxi company employees as the research sample, selected by the method of questionnaire survey scale and item, obtains the institute to the relevant data, the data using SPSS software analysis of demographic variables on engagement and the difference effect of salary distribution of fairness and engagement contact salary allocation fairness both internal statistics, according to the data analysis results puts forward some Suggestions on countermeasures to Vaillant Wuxi company, also for general enterprises with management advice.Main research conclusion is as follows:(1) the employee's salary allocation fairness perception degree and professional degree is not as employees of the different age and sex and produce significant differences, but because of the employee's qualification, pay levels and departments of different and produce significant difference;(2) the relation between the salary allocation fairness and engagement model, overall employee engagement and employee engagement of each dimension and organizational compensation allocation fairness of different dimensions have significant correlation;(3) the compensation in the four dimensions of distributive justice is a significant impact on employee engagement salary allocation of procedural justice and information justice.