Research On The Effect Of Pay Gap On Employee Work Engagement

In recent years,with the deepening of competition among enterprises in the era of economic globalization and knowledge economy,the competition between enterprises to acquire and retain outstanding talents has gradually intensified.Salary management is a key factor for enterprises to introduce outstanding talents and avoid the loss of key talents.Salary is an important factor to mobilize employees’ enthusiasm for work and improve employees’ work input.Building a reasonable salary system and continuously improving salary efficiency has always been the focus of modern human resource management.heavy.However,in the current human resource management practices of enterprises,compensation management still faces many problems,such as the influence of excessive pay gap on employees’ work engagement,which has an important impact on employees’ behavior.In the current research on salary management,there are many studies focusing on pay gap and salary fairness,but the impact of pay gap on employees’ work engagement is less,and the research-related impact path is relatively simple,more inclined to negative or positive unilateral Affect the study.Therefore,from the perspective of ordinary employees,it is of great theoretical and practical significance to study the two influence paths of pay gap on employees’ work engagement.Based on the pay gap of employees,this study introduces two mediating variables,relative deprivation and distributional fairness,and considers self-ability attribution.Moderating effect to study the effect of pay gap on employee work engagement.This paper plans to use literature research,questionnaire survey,empirical research and other research methods.Through literature research,we summarize the current domestic and foreign research results and the relevant theories of compensation management,and provide the corresponding theoretical reference for this research.This paper proposes a hypothetical model related to pay gap,relative sense of deprivation,sense of distribution fairness,and work engagement.This paper takes employees of some functional departments of enterprises in a certain region as the questionnaire survey objects.Based on empirical analysis of reliability,validity,regression and correlation of the data,the hypothetical models of related variables such as pay gap,relative sense of deprivation,sense of distributional fairness,and work engagement are verified.The main conclusions are as follows:(1)Pay gap has a significant negative impact on work engagement;(2)Distributive justice plays a partial mediating effect between pay gap and work engagement;(3)Relative deprivation has a partial mediating effect between pay gap and work engagement;(4)The interaction between self-ability attribution and pay gap has a positive effect on the perceived distributive justice.When self-ability attribution is high,the negative effect of pay gap on the perceived distributive justice is weak.When the self-ability attribution is low,the pay gap has a strong negative effect on the perceived distributive justice.(5)The interaction between self-competence attribution and pay gap has a negative effect on relative deprivation.When self-competence attribution is high,the positive effect of pay gap on relative deprivation is weak;When self-competence attribution is low,pay gap has a strong positive effect on relative deprivation.Finally,corresponding management suggestions are proposed according to the research conclusions.