A Study of the Moderating Mediation Model of Pay Equity on Job Performance

Abstract

With the development of the commercial economy, the continuous intensification of market competition, the continuous transparency of marketing methods, so that the development of enterprises cannot be limited to market competition, more and more enterprises pay attention to the competition of talents, so enterprises will pay more attention to the management of human resources, salary management is an important part of human resources, while salary management is also one of the core elements of enterprise management talents and talent absorption. However, because salary management is the most difficult to grasp in human resources, it is also the sector that needs to be repeatedly demonstrated and studied, in the development of enterprises, there are many enterprises do not have a complete salary system, resulting in management chaos and unclear incentive means, and when implemented at the grassroots level, because the implementation of grassroots managers is not in place, the fairness of salary is not fully displayed, resulting in employees dissatisfied with the salary system, and the development of enterprises has also been affected a lot. This situation has attracted the attention of many experts and scholars, who have begun to do more research and exploration on pay equity. A total of 400 valid survey questionnaires were sent out in this survey, a total of 238 valid survey questionnaires were returned, and finally screened, a total of 200 valid research questionnaires were selected, and the overall validity of the questionnaire exceeded 84%. Background variables include gender, age, education, etc. Through research, the authors found that employees' emotional intelligence has a mediating role between perceived pay equity and job performance, and this paper concludes that employees need to further strengthen their emotional intelligence, the higher the emotional intelligence of employees, the more flexible they will be when dealing with conflicts between employees in the organization, which is conducive to the formation of good employee relationships and the improvement of employee cohesion perception.