Research On The Influence Of Salary Level Of "LN Supervision Company" On Employees' Work Performance

With the strong development of China's construction industry,this makes the engineering supervision system play an increasingly important role in engineering construction.However,in the recent 30 years of development,the management issues of the engineering supervision industry have been continuously exposed,including the loss of professionals,the high turnover rate,as well as the compensation system and performance evaluation system has not been perfected.However,the engineering supervision industry is knowledge-intensive and requires professional staff to promote the development of the entire industry.The various types of investment in project supervision are reflected in the labor costs,which indicates that the human resources of the project management company are affecting its development.It is an important part of the human resources that pay and benefit system,performance management,and employee relations are maintained.At the same time,most scholars have conducted research on the systems,operations,costs,and credit evaluation of engineering supervision companies,and lack of research on compensation levels and job performance.In view of this,this article mainly studies the relationship between the salary level of the supervisory industry and the work performance of the employees.Therefore,through a comprehensive analysis of the status quo of domestic and foreign remuneration and performance management,and using management theories of efficiency wages and social exchange,the article has conducted a relatively sound research on the performance management of engineering supervision companies.Based on the definition of compensation level,organizational justice and work performance,combined with the status quo of the engineering supervision industry,two dimensions of work performance are identified: task performance and relationship performance,and the four dimensions of organizational justice: distribution equity,Procedural fairness,fair leadership,and leadership interpretation.At the same time,this paper constructs a theoretical model of the organization's level of compensation and job performance,and puts forward corresponding assumptions.The questionnaire survey method was used to survey the 130 employees of Chongqing LN Supervision Company.Multiple regression analysis was conducted on the impact of salary level and job performance.The reliability and validity of the reliability and validity of the questionnaire were tested.The variance analysis method was used to verify the effect of various demographic variables on the differences in salary level,fairness perception and job performance.Correlation analysis was used to test the relevance of the three variables.The article concludes with a summary of the main conclusions of the study.Overall,the main conclusions of this paper are as follows:First,salary levels have a positive effect on job performance.At the same time,the salary level has different positive effects on the two dimensions of job performance.The relationship between task performance and salary level is stronger than the relationship performance and salary level.Second,the level of compensation has a positive impact on organizational justice.The survey results show that the employees' perception of organizational fairness is currently low and unbalanced.Among them,employees have the highest degree of perception of fair distribution,followed by leadership explanations,followed by fair leadership,and finally,fair procedures.The fair perception of the organization's employees will affect the effectiveness of human resources management.At the same time,it will also affect corporate performance and will have important implications for the long-term steady development of the company.Therefore,the project management company needs to continuously increase the fair perception of employees.The positive relationship between salary level and organizational sense of fairness will improve the fairness perception of employees by increasing the salary level of employees,which will help improve the enthusiasm of employees.Third,organizational justice plays a mediating role between salary level and job performance.Among them,procedural fairness,fair distribution,fair leadership,and explanation of leadership all play a role in mediating,which validates the hypothesis of this article and shows that the increase in salary level directly affects the work performance of the project management staff,on the other hand,it also provides a sense of organizational justice.The intermediary role indirectly affects employee performance.Fourth,salary levels,organizational justice and job performance have significant differences in the demographic variables of engineering supervision staff.Through analysis of variance,employees' gender and academic qualifications have significant differences in fairness perception.There are significant differences in the salary levels of engineering supervision staff of different ages.There are significant differences in salary levels and organization fairness among engineering supervisors with different positions.