绩效是公司企业的现实目标，一切经营和管理活动皆以此为出发点和归宿。无论 实践中影响企业绩效达成的因素有多少，最终都建立在员工个人绩效实现的基础上。 员工个人绩效既取决于能力，也取决于态度，鉴于能力的相对稳定性，在能力既定的 情况下如何充分调动员工的积极性和热情，通过努力工作实现组织期望的优良绩效， 就成为人力资源管理乃至管理活动中最重要的一项工作。 在人力资源管理实践中，员工激励的形式有很多，物质的和精神的、长期的和短 期的、固定的和弹性的，薪酬是其中最具基础性作用的形式。常被认为仅具保健功能 的薪酬，能否有效激励员工，调动其积极性并努力工作从而提升工作绩效，除了取决 于薪酬本身的测算依据、绝对规模和兑现形式之外，更取决于员工对薪酬是否公平的 实际感知，也就是员工会将薪酬与他人薪酬、自身贡献和过去薪酬进行一系列对比， 从而判断自己是否被公平对待，继而决定之后的工作投入度等等。也就是说，薪酬激 励与工作绩效之间，存在有公平感知这样的因素在发挥调节作用。 基于上述讨论，本文对薪酬激励与工作绩效的关系进行深度研究，重点考察公平 感知对二者关系的潜在调节作用。为研究课题，在薪酬激励、工作绩效、公平感知的 文献基础之上，对三者关系之间的五个研究进行了假设，通过实证研究和结果分析得 出最终的结论。第一章分为四小节，分别阐述了研究背景与研究意义、研究内容、研 究思路与研究方法、可能的创新与不足，为全文的研究进行了铺垫。第二章分为三小 节，分别阐述了薪酬激励研究综述、工作绩效研究综述、公平感知研究综述，为全文 的分析研究奠定了基础。第三章分为二小节，分别阐述了理论基础和研究假设。第五 章分为六小节，分别为相关性分析、回归性分析、薪酬激励与工作绩效的相关性讨论、 薪酬激励与公平感知的相关性讨论、工作绩效与公平感知的相关性讨论、公平感知在 薪酬激励与工作绩效之间的调节作用讨论，通过这些分析最终得出了：薪酬激励与员 工绩效正相关、薪酬激励与公平感知正相关、公平感知与工作绩效正相关、公平感知 在薪酬激励和工作绩效之间起到调节作用、公平感知在薪酬激励和工作绩效之间的中 介作用不成立的结论。第六章分为二小节，分别为研究结论和管理启示。 本文的研究及结论，既丰富了薪酬激励与工作绩效关系的相关研究，从公平感知 视角提供了新的视角，也为企业优化薪酬激励机制设计，提高员工工作绩效提供了理 论和实际参考。 关键字：薪酬激励；工作绩效；公平感知薪酬激励与工作绩效的关系研究——公平感知的作用 I Abstract Performance is the realistic goal of companies, which is believed to be the beginning and destination of all operations and management activities. No matter how many factors affect the achievement of enterprise performance in practice, it is always based on the realization of individual performance of Employees. The individual performance of employees depends on both ability and attitude. In view of the relative stability of ability, how to fully mobilize the enthusiasm of employees and achieve the good performance expected by organizations through hard work has become the most important work in human resource management and even other management activities. In the practice of human resource management, many forms can be applied to motivate employees, including materially and spiritually, long-term and short-term, fixed and elastic ways. And pay rise is the most basic form usually considered as a way only with health-care function. Whether it can effectively motivate employees, mobilize their enthusiasm to work hard for improving performance depends more on the employee's actual perception to the fairness of remuneration in addition to the basis of measurement, absolute size and the form of redemption of the compensation itself. That is, employees will make a series of comparisons between their own salaries and others’ ones, their contributions and past pay to determine whether they are treated fairly, and then decide how much work they should invest later. In other words, the perception of employees to fairness plays a regulatory role between compensation incentive and job performance. Based on the above discussion, this paper makes an in-depth study on the relationship between compensation incentive and job performance, focusing on the potential moderating effect of fairness perception on their relationship. Based on the literature of salary incentive, job performance and fairness perception, this paper makes assumptions on five studies, and draws the final conclusion through empirical research and results analysis. The first chapter is divided into four sections, respectively elaborating the research background and the research significance, the research content, the research idea and the research method, the possible innovation and the insufficiency, which has paved the way for the full text research. The second chapter is divided into three sections, respectively elaborating the salary incentive research summary, the work performance research summary, the fair perception research summary, which has laid the foundation for theAbstract II analysis research of full text. The third chapter is divided into two sections, respectively elaborating the theoretical basis and research hypothesis. The fifth chapter is divided into six sections, namely, correlation analysis, regression analysis, the correlation discussion between salary incentive and job performance, the correlation discussion between salary incentive and fairness perception, the correlation discussion between work performance and fairness perception, and the effect of fairness perception on the adjustment of compensation incentive and job performance. Through these analyses, the results are as follows: the positive correlations between salary incentive and employee performance, between compensation incentive and fairness perception, between fairness perception and job performance are exact, and fairness perception plays a role in the adjustment of compensation incentive and job performance, but its intermediary effect between them is not tenable. While, the sixth chapter is divided into two sections, respectively, for the study conclusion and management revelation. The research and conclusion of this paper not only enrich the related research on the relationship of compensation incentive and job performance, but also provide a new perspective from the perspective of fairness perception, and offer theoretical and practical reference for enterprises to optimize the mechanism design of compensation incentive and improve their work performance. KEYWORDS:compensation incentive; job performance; fairness perception;薪酬激励与工作绩效的关系研究——公平感知的作用 1 目 录 第一章 绪论.................................................................................................... 1 第一节 选题背景与研究意义........................................................................................1 一、选题背景................................................................................................................1 二、研究意义................................................................................................................2 第二节 研究内容..................................................................................................................................3 第三节 研究思路与研究方法..............................................................................................................4 第四节 创新与不足..............................................................................................................................5 一、可能的创新..................................................................................................................................5 二、研究中的不足..............................................................................................................................5 第二章 文献综述............................................................................................. 7 第一节 薪酬激励及其影响..................................................................................................................7 一、工作绩效及其测度......................................................................................................................7 二、薪酬激励及其影响.................................................................................................................