公平偏好、企业内部薪酬不公平与企业业绩

公平偏好、企业内部薪酬不公平与企业业绩一、本文概述Overviewofthisarticle本文旨在探讨公平偏好、企业内部薪酬不公平与企业业绩之间的关系。通过深入分析三者的互动效应，本文希望为企业决策者和管理者提供有价值的参考，以促进企业的健康发展。本文将简要介绍公平偏好的概念及其对个体和组织行为的影响。随后，文章将重点关注企业内部薪酬不公平的现象，包括其产生原因、表现形式以及对员工工作态度和绩效的潜在影响。在此基础上，本文将深入探讨公平偏好、薪酬不公平与企业业绩之间的内在联系，通过理论分析和实证研究，揭示三者之间的作用机制和影响路径。本文将提出相应的管理建议，以期为企业解决薪酬不公平问题、提高员工满意度和忠诚度、进而提升企业业绩提供有益的参考。Thisarticleaimstoexploretherelationshipbetweenfairnesspreference,internalsalaryinequality,andcorporateperformance.Throughin-depthanalysisoftheinteractiveeffectsofthethree,thisarticlehopestoprovidevaluablereferencesforenterprisedecision-makersandmanagerstopromotethehealthydevelopmentoftheenterprise.Thisarticlewillbrieflyintroducetheconceptoffairnesspreferenceanditsimpactonindividualandorganizationalbehavior.Subsequently,thearticlewillfocusonthephenomenonofunfaircompensationwithinenterprises,includingitscauses,manifestations,andpotentialimpactsonemployeeworkattitudesandperformance.Onthisbasis,thisarticlewilldelveintotheinherentrelationshipbetweenfairnesspreference,salaryinequality,andcorporateperformance.Throughtheoreticalanalysisandempiricalresearch,themechanismandimpactpathofthethreewillberevealed.Thisarticlewillproposecorrespondingmanagementsuggestionsinordertoprovideusefulreferencesforenterprisestosolvetheproblemofsalaryinequality,improveemployeesatisfactionandloyalty,andultimatelyenhancecorporateperformance.二、文献综述Literaturereview近年来，关于公平偏好、企业内部薪酬不公平与企业业绩之间的关联已成为学术研究的热点之一。众多学者对此话题进行了深入的探讨，并提出了各自的观点和理论。Inrecentyears,therelationshipbetweenfairnesspreference,internalsalaryinequality,andcorporateperformancehasbecomeoneofthehottopicsinacademicresearch.Numerousscholarshaveconductedin-depthdiscussionsonthistopicandproposedtheirownviewpointsandtheories.关于公平偏好的研究，起源于心理学家和社会学家对社会行为公平性的探索。公平偏好理论提出，个体在决策过程中不仅追求自身利益最大化，还关注与他人之间的公平感。当个体感知到不公平时，可能会产生消极情绪，影响其行为和决策。这一理论为后续研究企业内部薪酬不公平提供了理论基础。Theresearchonfairnesspreferencesoriginatedfromtheexplorationofsocialbehavioralfairnessbypsychologistsandsociologists.Thetheoryoffairnesspreferenceproposesthatindividualsnotonlypursuemaximumself-interestinthedecision-makingprocess,butalsopayattentiontoasenseoffairnesswithothers.Whenindividualsperceiveunfairness,theymaygeneratenegativeemotionsthataffecttheirbehavioranddecision-making.Thistheoryprovidesatheoreticalbasisforsubsequentresearchoninternalsalaryinequalityinenterprises.企业内部薪酬不公平对企业业绩的影响也是学者们关注的焦点。一方面，薪酬不公平可能导致员工满意度下降，工作积极性减弱，进而影响企业的生产效率和业绩。另一方面，薪酬不公平还可能引发员工之间的冲突和矛盾，破坏团队协作，对企业长远发展产生不利影响。然而，也有研究认为，适度的薪酬差异可以激励员工努力提升自己的能力和贡献，从而对企业业绩产生正面影响。Theimpactofinternalsalaryinequalityoncorporateperformanceisalsoafocusofattentionforscholars.Ontheonehand,unfaircompensationmayleadtoadecreaseinemployeesatisfaction,weakenedworkenthusiasm,andthusaffecttheproductionefficiencyandperformanceoftheenterprise.Ontheotherhand,unfaircompensationmayalsoleadtoconflictsandcontradictionsamongemployees,disruptteamcollaboration,andhaveadverseeffectsonthelong-termdevelopmentoftheenterprise.However,somestudiessuggestthatmoderatesalarydifferencescanmotivateemployeestostrivetoimprovetheirabilitiesandcontributions,therebyhavingapositiveimpactoncorporateperformance.学者们还对公平偏好、企业内部薪酬不公平与企业业绩之间的作用机制进行了深入探讨。例如，一些研究发现，公平偏好强的员工更倾向于在感知到薪酬不公平时采取行动，如提出申诉、寻求外部机会等，这些行为可能对企业业绩产生直接影响。还有研究关注到了企业文化、管理制度等因素在调节薪酬不公平与企业业绩关系中的重要作用。Scholarshavealsoconductedin-depthdiscussionsonthemechanismoftherelationshipbetweenfairnesspreferences,internalsalaryinequality,andcorporateperformance.Forexample,somestudieshavefoundthatemployeeswithastrongpreferenceforfairnessaremorelikelytotakeactionwhentheyperceivesalaryinequality,suchasfilingappealsandseekingexternalopportunities,whichmayhaveadirectimpactonbusinessperformance.Researchhasalsofocusedontheimportantroleofcorporateculture,managementsystems,andotherfactorsinregulatingtherelationshipbetweensalaryinequalityandcorporateperformance.公平偏好、企业内部薪酬不公平与企业业绩之间的关系复杂而多元。未来研究可以进一步深入探讨这一话题的内在机制和边界条件，为企业制定合理的薪酬制度和提升业绩提供理论支持和实践指导。Therelationshipbetweenfairnesspreference,internalsalaryinequality,andcorporateperformanceiscomplexanddiverse.Futureresearchcanfurtherexploretheinternalmechanismsandboundaryconditionsofthistopic,providingtheoreticalsupportandpracticalguidanceforenterprisestoformulatereasonablesalarysystemsandimproveperformance.三、研究假设与模型构建Researchhypothesesandmodelconstruction本研究基于公平理论的视角，认为员工对于薪酬公平性的感知对其工作态度、行为以及企业的整体业绩具有显著影响。因此，我们提出以下假设：Thisstudyisbasedontheperspectiveofequitytheoryandbelievesthatemployees'perceptionofsalaryfairnesshasasignificantimpactontheirworkattitude,behavior,andoverallperformanceoftheenterprise.Therefore,weproposethefollowinghypothesis:假设1：企业内部薪酬不公平与员工满意度负相关。即薪酬不公平程度越高，员工的满意度越低。Assumption1:Internalsalaryinequalitywithinacompanyisnegativelycorrelatedwithemployeesatisfaction.Thehigherthedegreeofsalaryinequality,thelowertheemployeesatisfaction.假设2：企业内部薪酬不公平与员工工作投入负相关。即薪酬不公平程度越高，员工的工作投入程度越低。Assumption2:Internalsalaryinequalitywithinacompanyisnegativelycorrelatedwithemployeeworkengagement.Thehigherthedegreeofsalaryinequality,thelowerthelevelofemployeeworkengagement.假设3：企业内部薪酬不公平与企业业绩负相关。即薪酬不公平程度越高，企业的整体业绩越差。Assumption3:Thereisanegativecorrelationbetweeninternalsalaryinequalityandcompanyperformance.Thehigherthedegreeofsalaryinequality,theworsetheoverallperformanceoftheenterprise.假设4：员工满意度和工作投入在企业内部薪酬不公平与企业业绩之间起中介作用。即薪酬不公平通过影响员工满意度和工作投入，进而影响企业的整体业绩。Assumption4:Employeesatisfactionandworkengagementplayamediatingrolebetweeninternalsalaryinequalityandcorporateperformance.Theunfairnessofsalaryaffectstheoverallperformanceoftheenterprisebyaffectingemployeesatisfactionandworkengagement.我们通过一个多元线性回归模型来检验企业内部薪酬不公平与员工满意度和工作投入的关系。模型中，薪酬不公平作为自变量，员工满意度和工作投入作为因变量，同时控制其他可能的影响因素（如员工年龄、性别、职位等）。Weuseamultiplelinearregressionmodeltoexaminetherelationshipbetweeninternalsalaryinequality,employeesatisfaction,andjobengagementinacompany.Inthemodel,salaryinequalityisusedastheindependentvariable,employeesatisfactionandjobengagementareusedasthedependentvariables,whilecontrollingforotherpossibleinfluencingfactorssuchasemployeeage,gender,position,etc.我们构建另一个多元线性回归模型来检验企业内部薪酬不公平与企业业绩的关系。同样地，薪酬不公平作为自变量，企业业绩作为因变量，并控制其他可能影响因素（如企业规模、行业特征等）。Weconstructanothermultiplelinearregressionmodeltoexaminetherelationshipbetweeninternalsalaryinequalityandcorporateperformance.Similarly,salaryinequalityisusedastheindependentvariable,companyperformanceisusedasthedependentvariable,andotherpossibleinfluencingfactors(suchascompanysize,industrycharacteristics,etc.)arecontrolledfor.为了检验员工满意度和工作投入的中介作用，我们在模型中引入这两个变量作为中介变量。通过比较加入中介变量前后模型解释力的变化，以及中介变量与因变量关系的显著性，来判断中介效应的存在。Toexaminethemediatingeffectofemployeesatisfactionandjobengagement,weintroducethesetwovariablesasmediatingvariablesinthemodel.Bycomparingthechangesinexplanatorypowerofthemodelbeforeandaftertheadditionofmediatorvariables,aswellasthesignificanceoftherelationshipbetweenmediatorvariablesanddependentvariables,theexistenceofmediationeffectscanbedetermined.通过上述模型的构建和分析，我们期望能够全面而深入地探讨企业内部薪酬不公平对企业业绩的影响及其机制，为企业制定合理的薪酬制度和提升整体业绩提供有益的参考。Throughtheconstructionandanalysisoftheabovemodel,wehopetocomprehensivelyanddeeplyexploretheimpactandmechanismofinternalsalaryinequalityoncorporateperformance,providingusefulreferencesforenterprisestoformulatereasonablesalarysystemsandimproveoverallperformance.四、研究方法与数据收集Researchmethodsanddatacollection本研究采用定量和定性相结合的研究方法，以揭示公平偏好对企业内部薪酬不公平与企业业绩的影响。在定量研究方面，我们主要运用问卷调查和统计分析的方法，而在定性研究方面，则通过深度访谈和案例研究的方式获取更丰富的信息。Thisstudyadoptsacombinationofquantitativeandqualitativeresearchmethodstorevealtheimpactoffairnesspreferenceoninternalsalaryinequalityandcorporateperformance.Intermsofquantitativeresearch,wemainlyusequestionnairesurveysandstatisticalanalysismethods,whileinqualitativeresearch,weobtainricherinformationthroughin-depthinterviewsandcasestudies.问卷调查：为了收集企业员工对于薪酬公平性的感知以及他们的公平偏好，我们设计了一份详细的问卷。问卷内容涵盖了员工的基本信息、对薪酬公平性的感知、公平偏好程度以及对企业业绩的评价等多个方面。我们选择了多个行业的企业进行问卷调查，以确保数据的广泛性和代表性。Questionnairesurvey:Inordertocollecttheperceptionofsalaryfairnessamongemployeesandtheirfairnesspreferences,wehavedesignedadetailedquestionnaire.Thequestionnairecoversmultipleaspectssuchasemployeebasicinformation,perceptionofsalaryfairness,degreeoffairnesspreference,andevaluationofcorporateperformance.Wehaveselectedcompaniesfrommultipleindustriesforquestionnairesurveystoensurethebreadthandrepresentativenessofthedata.统计分析：通过收集到的问卷数据，我们运用SPSS等统计软件进行分析。对数据进行描述性统计分析，了解样本的基本情况；运用相关性分析和回归分析等方法，探讨薪酬不公平、公平偏好与企业业绩之间的关系；通过结构方程模型等方法检验研究假设的合理性。Statisticalanalysis:WeusedstatisticalsoftwaresuchasSPSStoanalyzethecollectedquestionnairedata.Conductdescriptivestatisticalanalysisonthedatatounderstandthebasicsituationofthesample;Usingmethodssuchascorrelationanalysisandregressionanalysis,exploretherelationshipbetweensalaryinequality,fairnesspreferences,andcorporateperformance;Verifythevalidityofresearchhypothesesthroughmethodssuchasstructuralequationmodeling.深度访谈：为了更深入地了解员工对于薪酬公平性的看法和他们的公平偏好，我们选择了部分企业进行深度访谈。访谈对象包括企业高管、中层管理人员以及基层员工，以确保能够从不同角度了解企业内部薪酬公平性的实际情况。通过访谈，我们获得了大量生动、具体的案例和观点，为定性分析提供了丰富的素材。Indepthinterviews:Inordertogainadeeperunderstandingofemployees'viewsonsalaryfairnessandtheirfairnesspreferences,wehaveselectedsomecompaniesforin-depthinterviews.Theintervieweesincludecorporateexecutives,middle-levelmanagers,andgrassrootsemployeestoensurethattheycanunderstandtheactualsituationofinternalsalaryfairnessfromdifferentperspectives.Throughinterviews,wehaveobtainedalargenumberofvividandspecificcasesandviewpoints,providingrichmaterialsforqualitativeanalysis.案例研究：在定性研究部分，我们还选择了几个典型的企业进行案例研究。通过对这些企业的薪酬制度、员工满意度、企业业绩等方面进行深入的调查和分析，我们试图揭示薪酬不公平与公平偏好对企业业绩的具体影响机制。这些案例的选择旨在涵盖不同行业、不同规模和不同发展阶段的企业，以提高研究的普遍性和适用性。Casestudy:Inthequalitativeresearchsection,wealsoselectedseveraltypicalenterprisesforcasestudies.Throughin-depthinvestigationandanalysisofthesalarysystem,employeesatisfaction,andperformanceoftheseenterprises,weattempttorevealthespecificimpactmechanismofsalaryinequalityandfairnesspreferencesoncorporateperformance.Theselectionofthesecasesaimstocoverenterprisesindifferentindustries,scales,andstagesofdevelopment,inordertoimprovetheuniversalityandapplicabilityoftheresearch.本研究通过综合运用定量和定性的研究方法，全面探讨了公平偏好、企业内部薪酬不公平与企业业绩之间的关系。我们相信，这一研究方法能够为我们提供更为准确、深入的研究成果。Thisstudycomprehensivelyexplorestherelationshipbetweenfairnesspreference,internalsalaryinequality,andcorporateperformancethroughthecomprehensiveapplicationofquantitativeandqualitativeresearchmethods.Webelievethatthisresearchmethodcanprovideuswithmoreaccurateandin-depthresearchresults.五、数据分析与结果Dataanalysisandresults本研究通过收集并分析大量的企业内部薪酬数据以及业绩数据，对公平偏好、企业内部薪酬不公平与企业业绩之间的关系进行了深入的探究。我们采用了问卷调查的方式，对员工的公平偏好进行了度量，并结合企业的内部薪酬数据，构建了一个综合的薪酬不公平指数。随后，我们利用这一指数与企业业绩数据进行了相关性分析。Thisstudyconductedanin-depthexplorationoftherelationshipbetweenfairnesspreference,internalsalaryinequality,andcorporateperformancebycollectingandanalyzingalargeamountofinternalsalaryandperformancedata.Weusedaquestionnairesurveytomeasureemployeefairnesspreferencesandcombineditwithinternalsalarydataofthecompanytoconstructacomprehensivesalaryunfairnessindex.Subsequently,weconductedacorrelationanalysisbetweenthisindexandcorporateperformancedata.通过数据分析，我们发现，员工的公平偏好与企业内部薪酬不公平程度存在显著的负相关关系。即员工的公平偏好越高，企业内部薪酬的不公平程度就越低。这一结果验证了我们的假设，即员工的公平偏好对于企业内部薪酬的公平性有重要的影响。Throughdataanalysis,wefoundasignificantnegativecorrelationbetweenemployeefairnesspreferencesandthedegreeofinternalsalaryinequalitywithinthecompany.Thehigherthefairnesspreferenceofemployees,thelowerthedegreeofinternalsalaryinequalitywithinthecompany.Thisresultvalidatesourhypothesisthatemployeefairnesspreferenceshaveasignificantimpactonthefairnessofinternalcompensationwithinacompany.进一步，我们分析了企业内部薪酬不公平与企业业绩的关系。结果表明，薪酬不公平对企业业绩具有显著的负面影响。当薪酬不公平程度较高时，员工的满意度和工作积极性降低，导致企业业绩下滑。这一发现为我们提供了直接的证据，证明了薪酬公平性的重要性。Furthermore,weanalyzedtherelationshipbetweeninternalsalaryinequalityandcorporateperformance.Theresultsindicatethatsalaryinequalityhasasignificantnegativeimpactoncorporateperformance.Whenthedegreeofsalaryinequalityishigh,employeesatisfactionandworkenthusiasmdecrease,leadingtoadeclineinbusinessperformance.Thisdiscoveryprovidesuswithdirectevidenceoftheimportanceofsalaryfairness.我们探讨了员工的公平偏好、薪酬不公平与企业业绩三者之间的关系。我们发现，员工的公平偏好可以通过影响企业内部薪酬的公平性，进一步影响企业业绩。具体而言，当员工的公平偏好较高时，他们会更加关注薪酬的公平性，从而促使企业提高薪酬的公平性。而薪酬公平性的提高则能够提升员工的工作满意度和积极性，进而提高企业业绩。这一结果揭示了公平偏好、薪酬公平性和企业业绩之间的内在联系。Weexploredtherelationshipbetweenemployeefairnesspreferences,salaryinequality,andcorporateperformance.Wefoundthatemployeefairnesspreferencescanfurtheraffectcompanyperformancebyinfluencingthefairnessofinternalcompensationwithinthecompany.Specifically,whenemployeeshaveahigherpreferenceforfairness,theywillpaymoreattentiontothefairnessofcompensation,therebypromotingthecompanytoimprovethefairnessofcompensation.Theimprovementofsalaryfairnesscanenhanceemployeejobsatisfactionandmotivation,therebyimprovingcorporateperformance.Thisresultrevealstheinherentconnectionbetweenfairnesspreference,salaryfairness,andcorporateperformance.我们的研究结果表明，员工的公平偏好对于企业内部薪酬的公平性以及企业业绩具有重要的影响。因此，企业在制定薪酬政策时，应充分考虑员工的公平偏好，确保薪酬的公平性和合理性，以激发员工的工作积极性，提高企业业绩。Ourresearchfindingsindicatethatemployeefairnesspreferenceshaveasignificantimpactonthefairnessofinternalcompensationandcorporateperformance.Therefore,whenformulatingcompensationpolicies,enterprisesshouldfullyconsiderthefairnesspreferencesofemployees,ensurethefairnessandrationalityofcompensation,inordertostimulateemployeeworkenthusiasmandimproveenterpriseperformance.六、讨论与启示Discussionandinspiration本研究从公平偏好的角度出发，深入探讨了企业内部薪酬不公平对企业业绩的影响。通过理论与实证的结合，我们发现公平偏好不仅影响员工的工作态度和行为，还直接关系到企业的整体绩效。这为企业薪酬管理和组织行为学提供了新的视角和启示。Thisstudyexploresindepththeimpactofinternalsalaryinequalityoncorporateperformancefromtheperspectiveoffairnesspreference.Throughthecombinationoftheoryandempiricalevidence,wehavefoundthatfairnesspreferencenotonlyaffectsemployees'workattitudesandbehaviors,butalsodirectlyrelatestotheoverallperformanceoftheenterprise.Thisprovidesanewperspectiveandinspirationforenterprisecompensationmanagementandorganizationalbehavior.企业需要重视薪酬公平性的重要性。薪酬是企业对员工贡献的回报，也是激励员工的重要手段。当员工感知到薪酬不公平时，可能会产生消极情绪，降低工作满意度和投入度，从而影响企业的生产效率和业绩。因此，企业应该建立公开、透明、公正的薪酬制度，确保员工的付出与回报相匹配，以激发员工的工作热情和创造力。Enterprisesneedtoattachimportancetothefairnessofcompensation.Salaryisarewardforacompany'scontributionstoitsemployeesandanimportantmeansofmotivatingthem.Whenemployeesperceiveunfaircompensation,theymaydevelopnegativeemotions,reducejobsatisfactionandengagement,andthusaffecttheproductionefficiencyandperformanceoftheenterprise.Therefore,companiesshouldestablishanopen,transparent,andfaircompensationsystemtoensurethatemployeesmatchtheireffortsandrewards,inordertostimulatetheirworkenthusiasmandcreativity.企业需要关注员工的公平偏好。每个员工对公平的期望和感知都是不同的，企业应该通过调查、沟通等方式了解员工的公平偏好，并在薪酬设计中充分考虑这些因素。通过满足员工的公平需求，企业可以提高员工的满意度和忠诚度，增强员工的归属感和责任感，从而提升企业的凝聚力和竞争力。Enterprisesneedtopayattentiontothefairnesspreferencesofemployees.Eachemployeehasdifferentexpectationsandperceptionsoffairness,andcompaniesshouldunderstandtheirfairnesspreferencesthroughsurveys,communication,andothermeans,andfullyconsiderthesefactorsinsalarydesign.Bymeetingthefairnessneedsofemployees,companiescanimprovetheirsatisfactionandloyalty,enhancetheirsenseofbelongingandresponsibility,andthusenhancetheircohesionandcompetitiveness.企业还需要建立有效的激励机制。除了薪酬之外，企业还可以通过晋升、培训、福利等多种方式激励员工。这些激励措施应该与员工的贡献和期望相匹配，以激发员工的工作动力和创造力。同时，企业还应该注重员工的个人发展和职业规划，为员工提供更多的成长机会和空间。Enterprisesalsoneedtoestablisheffectiveincentivemechanisms.Inadditiontosalary,companiescanalsomotivateemployeesthroughvariousmeanssuchaspromotion,training,andbenefits.Theseincentivemeasuresshouldbematchedwiththecontributionsandexpectationsofemployeestostimulatetheirworkmotivationandcreativity.Atthesametime,enterprisesshouldalsofocusonthepersonaldevelopmentandcareerplanningofemployees,providingthemwithmoreopportunitiesandspaceforgrowth.本研究对于未来的研究也具有一定的启示意义。未来的研究可以进一步探讨公平偏好的影响因素和形成机制，以便更深入地理解员工的公平偏好。未来的研究还可以关注薪酬不公平对企业内部其他因素（如团队协作、员工创新等）的影响，以更全面地评估薪酬不公平对企业业绩的影响。未来的研究还可以考虑跨文化、跨行业的比较研究，以揭示不同背景下薪酬不公平对企业业绩的异同点。Thisstudyalsohascertainenlighteningsignificanceforfutureresearch.Futureresearchcanfurtherexploretheinfluencingfactorsandformationmechanismsoffairnesspreferences,inordertogainadeeperunderstandingofemployeefairnesspreferences.Futureresearchcanalsofocusontheimpactofsalaryinequalityonotherinternalfactorswithinacompany,suchasteamcollaborationandemployeeinnovation,inordertomorecomprehensivelyevaluatetheimpactofsalaryinequalityoncompanyperformance.Futureresearchcanalsoconsidercross-culturalandcrossindustrycomparativestudiestorevealthesimilaritiesanddifferencesintheimpactofsalaryinequalityoncorporateperformanceindifferentcontexts.本研究通过探讨公平偏好、企业内部薪酬不公平与企业业绩之间的关系，为企业薪酬管理和组织行为学提供了新的视角和启示。未来的研究可以在此基础上进一步拓展和深化，为企业的可持续发展和员工的幸福感做出更大的贡献。Thisstudyprovidesanewperspectiveandinspirationforenterprisecompensationmanagementandorganizationalbehaviorbyexploringtherelationshipbetweenfairnesspreferences,internalsalaryinequality,andcorporateperformance.Futureresearchcanfurtherexpandanddeepenonthisbasis,makinggreatercontributionstothesustainabledevelopmentofenterprisesandthehappinessofemployees.七、结论Conclusion本研究通过深入探讨公平偏好、企业内部薪酬不公平与企业业绩之间的关系，揭示了薪酬公平性的重要性及其对组织绩效的深远影响。研究结果表明，员工的公平偏好不仅影响其工作态度和行为，还在很大程度上决定了企业内部薪酬制度的合理性和有效性。Thisstudyrevealstheimportanceofsalaryfairnessanditsprofoundimpactonorganizationalperformancebydelvingintotherelationshipbetweenfairnesspreferences,internalsalaryinequality,andcorporateperformance.Theresearchresultsindicatethatemployeefairnesspreferencesnotonlyaffecttheirworkattitudeandbehavior,butalsolargelydeterminetherationalityandeffectivenessoftheinternalcompensationsystemoftheenterprise.我们发现当员工感知到薪酬不公平时，他们的工作满意度、组织承诺和合作意愿等积极行为会受到负面影响，导致工作效率下降，甚至可能引发离职等消极行为。这种不公平感不仅存在于不同职位、不同部门之间，也存在于同一职位、同一部门内部。因此，企业应当重视薪酬制度的公平性和透明度，确保员工的付出与回报相匹配，以激发员工的工作积极性和创造力。Wefoundthatwhenemployeesperceiveunfaircompensation,theirposi