An Empirical Study Of The Impact Of Salary Satisfaction On Job Performance

In recent years,with the update iteration of digital technology and explosive growth of the use of information and data,talents are regarded as the most core and valuable wealth in enterprises in the current knowledge economy.Managers in the enterprise are also facing a serious of challenges on talent management.With more and more post-90 s and post-00 s entering the workplace,changes in the personnel structure have also led to changes in salary expectations.It's indispensable that refined management of the different needs and expectations from different employee groups.Companies need to rethink how to attract,motivate,and retain compound and diversified talents in this volatile,uncertain,complex,and vague(VUCA)environment.A scientific and strategic salary system,just like a booster for company development,can attract outstanding external talents,strengthen employee motivation,effectively improve employee retention,enable employee satisfaction enhancement,and drive short-term and long-term performance of the company in order to keep a balance between investment and return.In the field of employee compensation management,most companies lack or ignore the criticality and investment in compensation satisfaction.Through this study,hopefully company can realize and recognize that salary satisfaction is the key factor to the improvement of employee performance and Corporate performance.Firstly,this article reviews and summarizes relevant variables such as salary satisfaction,self-efficacy,social comparison orientation and job performance through literatures combing and review.By using the social cognitive theory,social comparison theory and social exchange theory to explain and construct a four variables model of salary satisfaction,self-efficacy,social comparison orientation and job performance.It's clarifies that the mechanism between salary satisfaction and job performance with self-efficacy as mediating variable and social comparative tendency as moderating variable.Moreover,based on the previous research results,this study establishes a theoretical model and put forward the corresponding research hypotheses.Secondly,designing survey questionnaires based on the domestic and oversea maturity related variables scale,implementing survey activities and collecting and collating survey data.Through the use of data analysis software like Excel,SPSS21.0 and AMOS19 conduct the correlation analysis of related variables.The conclusions are as follows:(1)Salary satisfaction has a positive correlation to job performance.(2)Pay satisfaction has a positive correlation to self-efficacy.(3)Self-efficacy has a positive correlation to job performance.(4)Self-efficacy plays a partial mediate role between Salary satisfaction and job performance.(5)The social comparison tendency plays a moderate role between salary satisfaction and self-efficacy.Finally,this study summarizes the research conclusions.Moreover,this study supplement relevant theories,provide corresponding management suggestions and summarizes the deficiencies in the research based on the research conclusions.It is expected this study could provide insight and tactics for the future development of human resource management in China and provide a practical reference for business management,so as to improve the overall corporate performance capabilities.