Study On The Performance Salary Allocation For The Public Institution Based On The Perceived Organizational Support

Public institutions as an important part of China's economic and social,provide services to society such as education,science and technology,culture,public health.The administrativization of the personnel management system in public institutions mainly adopts the personnel management mode of the government,which is obviously different from the public organization in developed countries.In the reform of classification in public institutions,this thesis has taken the DC Center as an example to research on the way of the compensation allocation in public institutions based on the Perceived Organizational Support of employees.The study has found that there's a significant positive correlation not only between the perceived organizational support to the dependent variables(the employee's career development opportunity,the compensation fair conception and leader-member exchange relationship fair conception),but also between the perceived organizational support to the response variables(the work performance and creativity,the organizational citizenship behavior);there's a significant negative correlation between the perceived organizational support to the turnover intention.This thesis has given a management significance for the above results according the conclusion under the investigation and the variation analysis of demographics.With realizing the full development of the employee's professional ability as a starting point,this thesis aiming to improve the Perceived Organizational Support of employees has explored the incentive performance salary distribution system and has built an incentive performance salary allocation model in which there's a high employee involvement and a strong leader-member exchange relationship.Refering to the jury system and the principle of pareto optimality which can be achieved by the dynamic game of complete information,this thesis has improved the Expert Meeting.Though the Improved Expert Meeting,this thesis worked out the correlation distribution parameter.Through controlling the extent of the impact how much the performance distribution coefficient of the employees contributing to the leaders is the weight of the distribution coefficient,the mode makes the leaders have to adopt management measures which can inspire the advanced people and help the falled behind people to give the employees support based on the different working abilities and personality of the employees.It can form a good leader-member relationship and avoid effectively the unfairness of the performance difference in the employees caused by the leaders' personal preference.By setting the performance distribution coefficient of the middle employees between differet departments of different job nature to be equal,the mode can avoid the unfair of the performance distribution because of the differet output between differet departments.By selecting employees as the expert in the expert meeting,the mode can improve the degree of employee participation,distributive justice and procedural justice in the system of the salary distribution and strengthen the employees' sense of ownership,emotional attachment to the organization and perceived organizational support.The construction of the model provides the academic support and the reference in application for the reform of performance salary distribution in public institutions.