Research On The Impact Of Employee's Overall Salary Perception On Job Performance

The current economy is in transformation period,social development demographic dividend gradually disappear,enterprise labor costs rising and limited ability to pay,the increasingly prominent contradiction between enterprise unbearable pay continued growth,leading to the incentive of compensation to employees in declining,emerging into the overall development of enterprises "insufficient incentive" and "incentive failure".In order to make up for the traditional salary management that ignores the internal salary elements of individual needs of employees and give full play to the incentive effect of salary on employees' work attitude and performance,the total rewards has become one of the important salary management tools in recent years.Based on the literature review at home and abroad,this paper conducts qualitative analysis based on relevant theories,divides work performance into task performance and relationship performance,and constructs a relationship model based on engagement intermediary variable to explore the influence of total rewards perception on work performance.To investigate the direction and intensity of the influence of various elements of the total rewards perception on each dimension of work performance,and to explore the transmission mechanism of engagement in the total rewards perception and work performance.KZ enterprise was selected as the research object,and 1168 valid questionnaires were collected by filling in questionnaires through WeChat group of employee department.SPSS21.0 and Amos21.0 software were used to conduct exploratory factor analysis and confirmatory factor analysis on the data,and the total rewards perception of the five dimensions was aggregated into external salary perception and internal salary perception.At the same time,the research hypothesis was verified by structural equation modeling method.Results :(1)in the demographic variables,there are significant differences in age,education background and post for the three main variables,and the differences in job performance are large;(2)the total rewards perception has a slightly higher impact on task performance than relationship performance;Compared with external salary perception,internal salary perception has a more significant impact onengagement(3)engagement has a positive and significant impact on work performance,among which relationship performance has a more significant impact;(4)engagement plays an intermediary role between the two dimensions of total rewards perception and job performance.The following management implications are put forward :(1)the overall compensation management should pay attention to individual factors,especially the "post-90s" young groups;(2)the enterprise adopts the total rewards management system which is based on external salary such as currency and welfare and allocates internal salary elements;(3)The total rewards management should change from the rigid management mode oriented by task performance to the humanized flexible management mode focusing on relationship performance.