全面薪酬满意度能提高零售企业员工工作绩效吗？

以 C 超市员工为样本，探讨全面薪酬满意度的测量及其对工作绩效的影响，以及员工敬业度的 中介作用和全面薪酬沟通的调节作用。研究表明，零售企业全面薪酬满意度由薪酬、职业发展机会、绩效认可、 工作 - 生活平衡和福利满意度五个维度组成；其中，绩效认可、工作 - 生活平衡满意度对工作绩效有显著正向 影响，而薪酬、职业发展机会和福利满意度对工作绩效没有显著影响。同时，全面薪酬满意度五个维度对员工 敬业度均有显著正向影响，而绩效认可、工作 - 生活平衡满意度又通过员工敬业度，对工作绩效产生了影响。 再者，全面薪酬沟通正向调节了绩效认可、工作 - 生活平衡和福利满意度对员工敬业度的影响，也正向调节了 员工敬业度在绩效认可、工作 - 生活平衡、福利满意度与工作绩效之间的中介效应，即全面薪酬沟通程度越高， 员工敬业度的中介作用越强。

Can Total Rewards Satisfaction Improve Employees' Job Performance in Retail Enterprises?

This study, based on the sample of C Supermarket employees, explores the measurement of total rewards satisfaction and its influence on employees'' job performance, the mediation function of employees'' engagement, and the moderating effect of total rewards communication. The results of the study show that the total rewards satisfaction of the retail enterprises is composed of five dimensions, i.e. the satisfactions of employees'' salary, career development opportunities, performance recognition, work-life balance and that of benefits. Of these dimensions, the satisfactions of job performance recognition and work-life, contrary to the rest three, have significant positive effects on job performance. Moreover, all the five dimensions are of significant positive effects on employees'' work engagement, while the satisfactions of employees'' job performance recognition and that of their work-life balance, through their work engagement, impact on employees'' job performance. In addition, total rewards communication positively moderates impacts of employees'' work engagement brought about by their job performance recognition satisfaction, life-work balance satisfaction, and that of work benefits, as well as the mediating effect between the satisfactions of job performance recognition, life-work balance and work benefits, and employees'' job performance, i.e. the higher the total rewards communication is, the stronger the mediating effect of employees'' engagement becomes.