The Impact Of Pay Gap On Enterprise Performance:The Intermediary Role Of Employee Mobility

In the context of the modernization of corporate management,there have been many cases of sky-high executive compensation in the last five to ten years.Does the pay gap create a sense of unfairness that affects business performance or does it make employees work hard for higher pay? Can regional gap pay design effectively promote the development of enterprises? The author takes these hot issues which are more and more concerned by the society to carry on the research journey of this paper.In this paper,through investigating and analyzing the questionnaire data of 151 companies,combined with theoretical analysis,literature review,the pay gap affect staff turnover,staff liquidity effects on enterprise performance and salary gap deep impact on enterprise performance level of research and analysis,and then try to find out the pay gap,staff liquidity,the link between the corporate performance,and research staff liquidity in the pay gap and the intermediary role between corporate performance.In this paper,in the process of research,first of all,this topic related documents collected and summarized,and based on the theory of behavior theory,the championship two perspective to study the gap between the pay of the enterprise,then through the empirical analysis to verify the compensation gap affect staff turnover,staff liquidity effects on enterprise performance and pay gap’s influence on enterprise performance.The study found that:(1)the internal pay gap has a significant negative impact on employee mobility,the greater the pay gap,the lower the mobility of employees.The empirical evidence shows that when the salary gap between the managers and the employees is greater,the employee turnover is not easy to take place.This shows that the incentive effect of the tournament theory to the salary gap is positive.(2)employee mobility has a significant negative impact on enterprise performance.When the employee turnover is high,the level of corporate performance is low.After analyzing and studying the empirical results,we can see that employee turnover will directly lead to a decline in corporate performance.(3)the internal pay gap has a significant positive impact on enterprise performance.The bigger the pay gap,the better the performance of the enterprise.According to the empirical results,the compensation gap plays a positive role in promoting the current performance of enterprises.This also means that enterprises want to realize the maximization of enterprise value and increase productivity,so we should appropriately draw the salary gap to give full play to their incentive function.(4)employee liquidity has a complete intermediary role between corporate performance and executive employee compensation gap,and employee liquidity has a partial intermediary role between executive compensation gap and enterprise performance.This study hopes to provide a theoretical basis for the establishment of a reasonable,scientific and economic incentive system for the enterprise.The results of the study prove that the liquidity of employees has a mediating role in the impact of the salary gap on the performance of the enterprise,and the enterprise should seek a proper balance between the incentive effect of salary gap and the mobility of employees.The effectiveness of enterprise human resource management provides clues.This paper innovation points: about wage gap and the research of enterprise performance has a lot of achievements,in this paper,based on the compensation gap perspective,the paper mainly discusses the staff liquidity intermediary role,through the way of theory research for staff liquidity,salary gap and sorted out the relationship between enterprise performance,and to get the data by means of an empirical survey of staff liquidity intermediary role is verified.