An Empirical Study On The Relationship Between Job Satisfaction And Job Performance Of Labor Dispatching Employees In Commercial Banks

In order to maintain their position in the competition,commercial banks often maximize the benefits through the method of resource reconfiguration and integration.One of the commonly used methods is to send employees by using relatively low-cost labor services to reduce human resource costs.But for commercial banks in a fiercely competitive environment,in addition to controlling costs,employee performance is also a key issue affecting their development.At present,there are a considerable proportion of labor dispatched employees in commercial banks.These employees have different identities and different employment methods from formal employees.Most commercial banks have the phenomenon that the labor dispatched employees and regular employees have different pay for equal work and limited promotion.The labor dispatched employees It is more likely to cause dissatisfaction with the organization,resulting in lower job performance and affecting the overall development of commercial banks.Based on the clarification of the core variable concepts,this study builds on the work performance model of dispatched employees based on fairness theory,social exchange theory and ERG theory to explore the relationship between job satisfaction and job performance of labor dispatched employees in commercial banks.The model takes the labor dispatched employees of Hebei Province’s joint-stock commercial banks as the research object,conducts surveys through questionnaire surveys and field interviews,and uses fair perception as a moderating variable to examine the relationship between labor dispatched employees’ satisfaction and job performance.In the empirical analysis part,SPSS26.0 and AMOS22.0 statistical software are mainly used to verify the reliability and validity of the questionnaire,and the adjustment effect test is carried out by stratified regression.At the same time,the differences of demographic variables in each variable are investigated.,Got three main conclusions,namely: first,external satisfaction and internal satisfaction have a significant positive impact on job performance;second,the negative adjustment role of leadership fairness between internal,external satisfaction and work performance,distribution fairness The negative adjustment effect between internal satisfaction and job performance and the positive adjustment effect of distribution fairness between external satisfaction and job performance;Third,there are significant differences in the distribution fairness amongemployees of different working days.Finally,based on the empirical analysis conclusions,effective incentive measures are proposed in terms of improving the fairness perception and job satisfaction of labor dispatched employees.