高科技企业薪酬公平度与工作效能关系研究

Research on the Relationship between Pay Equity and Personal Job Efficacy in High-Tech Enterprises

摘要: 本研究目的是探究薪酬公平度与工作效能之间的关系。本研究将薪酬公平度分为三个维度，以高科技企业为研究对象并发放了292份调查问卷，运用SPSS对发放的高科技企业薪酬公平度与工作效能之间的问卷数据进行信效度分析、描述性分析、回归分析，来探究高科技企业薪酬公平度与工作效能之间的关系。结果表明：分配公平、程序公平、互动公平均正向影响工作效能，且存在动机的中介作用。本研究结果为探究高科技企业薪酬公平度与工作效能之间的影响路径提供了理论依据，对企业提升工作效能的实践探索具有启示价值。

Abstract: The purpose of this study is to explore the relationship between pay equity and personal job efficacy. Pay equity is divided into three dimensions in this study, with high-tech enterprises as the research subjects and 292 questionnaires distributed. SPSS is used to analyze the questionnaire data on the relationship between pay equity and personal job efficacy in high-tech enterprises, including reliability and validity analysis, descriptive analysis, and regression analysis. The results indicate that distributive justice, procedural justice, and interactive justice positively affect personal job efficacy, with a mediating role of motivation. The research findings provide a theoretical basis for exploring the impact path between pay equity and personal job efficacy in high-tech enterprises, and offer insights for enterprises to explore practical ways to enhance personal job efficacy.