The Influence of Intrinsic and Extrinsic Compensation in China’s SMEs on Job Performance – The Mediating Roles of Job Satisfaction
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Currently, with the in-depth development of China’s economic system reform, more and more enterprises are developing towards modern enterprise management mode. If enterprises want to maintain lasting competitiveness, they must strengthen the reserve and management of employees, that is, while retaining talents, find ways to effectively compensate them, stimulate their enthusiasm for work, and then improve their performance, and finally achieve a win-win situation between employees and enterprises. Based on the compensation and job performance issues between SMEs and employees in the current Chinese cultural context, this paper, on the premise of describing the current status of research and research methods, systematically defines intrinsic compensation, extrinsic compensation, job satisfaction, and job performance from multiple dimensions and perspectives, and then explains the relevant theoretical research results between each factor. Based on the hypothesis and research model, we analyze the influence paths of each variable empirically by means of questionnaires to further unveil the “black box” of compensation affecting job performance, and finally propose countermeasures to optimize the compensation mechanism of China’s SMEs with the aim of employee performance improvement. Finally, we propose a countermeasure analysis to optimize the company’s compensation mechanism for the purpose of employee performance improvement in China’s SMEs, in order to help China’s SMEs know what factors to start from to develop compensation strategies to compensate employees in a targeted manner, so as to improve employee job satisfaction and job performance more effectively.
Abstract
Currently, with the in-depth development of China’s economic system reform, more and more enterprises are developing towards modern enterprise management mode. If enterprises want to maintain lasting competitiveness, they must strengthen the reserve and management of employees, that is, while retaining talents, find ways to effectively compensate them, stimulate their enthusiasm for work, and then improve their performance, and finally achieve a win-win situation between employees and enterprises. Based on the compensation and job performance issues between SMEs and employees in the current Chinese cultural context, this paper, on the premise of describing the current status of research and research methods, systematically defines intrinsic compensation, extrinsic compensation, job satisfaction, and job performance from multiple dimensions and perspectives, and then explains the relevant theoretical research results between each factor. Based on the hypothesis and research model, we analyze the influence paths of each variable empirically by means of questionnaires to further unveil the “black box” of compensation affecting job performance, and finally propose countermeasures to optimize the compensation mechanism of China’s SMEs with the aim of employee performance improvement. Finally, we propose a countermeasure analysis to optimize the company’s compensation mechanism for the purpose of employee performance improvement in China’s SMEs, in order to help China’s SMEs know what factors to start from to develop compensation strategies to compensate employees in a targeted manner, so as to improve employee job satisfaction and job performance more effectively.
참고문헌 (15)
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