Exploring the Effect of Compensation on Employee Engagement and Job Performance at ZF Wheat Industry Chain Company
探究薪酬对采埃孚小麦产业链公司员工敬业度和工作绩效的影响

Niu Qingjie
牛清杰

Independent Study Submitted in Partial Fulfillment of the Requirements for
为部分满足以下要求而提交的独立研究

The Degree of Master of Business Administration
工商管理硕士学位

Graduate School
研究生院

Dhonburi Rajabhat University
顿武里皇家大学

2024

Table of Contents
目录

Chapter 1 Introduction 3
第一章 引言 3

1.1 Background and Significance of Research Problem 3
1.1 研究问题的背景和意义 3

1.2 Research Objectives 5
1.2 研究目标 5

1.3 Research Hypotheses 5
1.3 研究假设 5

1.4 Research Scope 5
1.4 研究范围 5

1.5 Conceptual Framework 5
1.5 概念框架 5

1.6 Definition of Terms 7
1.6 术语定义 7

1.7 Expected Benefits 8
1.7 预期效益 8

Chapter 2 Reviews of Literature and Related Research 10
第 2 章 文献综述及相关研究 10

2.1 Compensation 10
2.1 赔偿 10

2.2 Employee Engagement 13
2.2 员工敬业度 13

2.3Research Scope 14
2.3研究范围 14

2.4Conceptual Framework 15
2.4概念框架 15

2.5Definition of Terms 17
2.5术语定义 17

2.6Expected Benefits 18
2.6预期效益 18

Chapter 3 Research Methodology 25
第 3 章 研究方法 25

3.1 Research Design 25
3.1 研究设计 25

3.2 Population and Sample Size 25
3.2 总体和样本量 25

3.3 Research Instruments 26
3.3 研究仪器 26

3.4 Data Collection 30
3.4 数据收集 30

3.5 Data Analysis 30
3.5 数据分析 30

References 33
参考资料 33

APPENDIX 38
附录38

CHAPTER 1
第 1 章

INTRODUCTION
介绍

1.1 Background and Significance of Research Problem
1.1 研究问题的背景和意义

In today's era of accelerated globalization, companies face unprecedented competitive pressure. Employee performance is now a critical component of an organization's ability to grow sustainably due to rapid advances in science and technology, as well as changing market dynamics. In this context, salary management plays a crucial role in contemporary business management as it is a fundamental aspect of human resource management. It is a crucial component of how companies develop and manage their human resources. One of the key instruments that companies use to manage their human resources and achieve business success is the remuneration structure, which also has a significant influence on productivity, work happiness and employee motivation. An effective salary management strategy is not only related to the personal development of employees, but also directly related to the overall performance and position of the company in the market.
在当今全球化加速的时代，公司面临着前所未有的竞争压力。由于科学和技术的快速进步以及不断变化的市场动态，员工绩效现在是组织可持续增长能力的关键组成部分。在这种情况下，薪酬管理在现代企业管理中起着至关重要的作用，因为它是人力资源管理的一个基本方面。它是公司如何发展和管理其人力资源的重要组成部分。公司用来管理人力资源和取得业务成功的关键工具之一是薪酬结构，它对生产力、工作幸福感和员工积极性也有重大影响。有效的薪酬管理策略不仅关系到员工的个人发展，而且直接关系到公司的整体绩效和在市场上的地位。

ZF wheat industry chain company has been committed to developing a wheat industry model of "integration of three industries and green circulation" for many years, and has built a green and efficient agricultural and animal husbandry circulation industry chain covering nine major sections, including high-end breeding, order planting, primary grain processing, deep processing, green breeding, comprehensive utilization of waste, cold chain logistics, catering services, and convenience supermarkets, spanning the first, second and third industries. It currently has 618 employees. The wheat industry chain is a complex system involving multiple stages such as planting, harvesting, processing, storage and distribution. The effective performance of each stage is crucial to the overall efficiency and profitability of companies in the industry. At ZF wheat industry chain company, recent observations have highlighted issues related to work performance. In 2023, the average task performance score of ZF wheat industry chain company dropped from 70 in 2022 to 68. This decline indicates that employees have difficulty meeting job requirements effectively, which may be caused by insufficient resources, insufficient training or lack of motivation. In 2023, the employee engagement score was 58, down from 60 in 2022. These low scores suggest that employees in these departments feel disconnected from their colleagues and supervisors, which can lead to poor teamwork, low morale, and increased turnover (Fufeifei, 2024).
采埃孚热能工业集团多年来致力于发展“三产融合、绿色循环”的小麦产业模式，构建了覆盖高端养殖、订单种植、粮食初加工、深加工、 绿色养殖、废弃物综合利用、冷链物流、餐饮服务、便利超市等，横跨一、二、三产业。公司现有员工618人。小麦产业链是一个复杂的系统，涉及种植、收获、加工、贮藏、流通等多个阶段。每个阶段的有效表现对于行业内公司的整体效率和盈利能力至关重要。在采埃孚小麦产业链公司，最近的观察凸显了与工作绩效相关的问题。2023年，采埃孚小麦产业链公司平均任务绩效得分从2022年的70分下降到68分。这种下降表明员工难以有效地满足工作要求，这可能是由于资源不足、培训不足或缺乏动力造成的。2023 年，员工敬业度得分为 58 分，低于 2022 年的 60 分。这些低分表明，这些部门的员工感到与同事和上司脱节，这可能导致团队合作不佳、士气低落和人员流动率增加（Fufeifei，2024）。

In recent years, many studies have shown that compensation management has a significant impact on employee behavior and performance. These studies mainly focus on how to motivate employees through compensation to increase productivity. However, the effects of compensation management often operate through multiple mechanisms, among which improved employee engagement is a key mediating variable. Employee engagement, or employees' emotional investment in and passion for their work, has been shown to positively correlate with high performance, low turnover, and high customer satisfaction, among other things. A high degree of professionalism can effectively improve employees' lack of enthusiasm and lack of work enthusiasm, and has a positive impact on employees' individual performance. Unlike satisfaction, employee engagement is a more complex construct in the fields of organizational behavior and human resource development, and represents the development trend of academic research on organizational behavior. As an important concept in the field of human resource management, employee engagement has a much greater impact on performance than satisfaction. Therefore, employee engagement has attracted the attention of managers and many management consulting agencies. A report published by Gallup shows that the proportion of engaged employees worldwide is 13%, of which 63% have low investment in work, while the proportion of employees in China is only 6% (Gallup, 2022). At the same time, a large number of theoretical studies have shown that commitment, as a reflection of employees' attitude, has a positive meaning for employees' behavior and work performance. How to improve employee engagement has become an important topic of common concern in academia. and practice. As market competition intensifies, human resource advantages have gradually become an important way for enterprises to establish and maintain competitive advantages, and enterprise salary management is one of the key factors in attracting talents and avoid brain drain (Ren Run et al., 2011). In this context, conducting research on ZF wheat industry chain company to explore how salary management affects job performance through employee engagement and resolving company performance issues is crucial for companies to formulate effective resource strategies. humans.
近年来，许多研究表明，薪酬管理对员工的行为和绩效有重大影响。这些研究主要集中在如何通过薪酬来激励员工以提高生产力。然而，薪酬管理的效果往往通过多种机制发挥作用，其中员工敬业度的提高是一个关键的中介变量。员工敬业度，或员工对工作的情感投入和热情，已被证明与高绩效、低流动率和高客户满意度等呈正相关。高度的敬业精神可以有效改善员工缺乏积极性和工作积极性的缺乏，对员工的个人绩效产生积极影响。与满意度不同，员工敬业度在组织行为学和人力资源开发领域是一个更为复杂的结构，代表了组织行为学学术研究的发展趋势。作为人力资源管理领域的一个重要概念，员工敬业度对绩效的影响远大于满意度。因此，员工敬业度引起了管理者和许多管理咨询机构的重视。盖洛普发布的一份报告显示，全球敬业员工比例为13%，其中63%的员工对工作投入较低，而中国的员工比例仅为6%（Gallup，2022 ）。 同时，大量的理论研究表明，承诺作为员工态度的反映，对员工的行为和工作绩效具有积极的意义。 如何提高员工敬业度已成为学术界普遍关注的重要课题。和实践。随着市场竞争的加剧，人力资源优势逐渐成为企业建立和保持竞争优势的重要途径，而企业薪酬管理是吸引人才、避免人才流失的关键因素之一（任润等，2011）。在此背景下，对采埃孚小麦产业链公司进行研究，探讨薪酬管理如何通过员工敬业度影响工作绩效，解决公司绩效问题，对于企业制定有效的资源战略至关重要。 人类。

Theoretically, although existing research has explored the relationship between compensation management, employee engagement, and job performance, there is a gap in the existing literature on how to integrate the dynamic interactions between these three. This study aims to fill this gap by exploring how compensation management affects job performance through the mediator of employee engagement. This not only helps to enrich and deepen compensation management theory, but also provides new perspectives and dimensions for employee engagement research. With a deeper understanding of these mechanisms, the psychological and emotional drivers behind employee behavior and performance can be better explained.
从理论上讲，尽管现有研究已经探索了薪酬管理、员工敬业度和工作绩效之间的关系，但对于如何整合这三者之间的动态交互，现有文献存在空白。本研究旨在通过探索薪酬管理如何通过员工敬业度的中介影响工作绩效来填补这一空白。这不仅有助于丰富和深化薪酬管理理论，也为员工敬业度研究提供了新的视角和维度。通过对这些机制的更深入理解，可以更好地解释员工行为和绩效背后的心理和情感驱动因素。

On a practical level, the importance of this study lies in providing scientific support for the decision making of human resources managers. The results will help companies understand which factors in different types of compensation system designs can best motivate employees to engage and thus improve their job performance. This is particularly important for companies that are undergoing transformation or seeking to optimize their human resources strategies. For example, research may show that non-monetary rewards (such as career development opportunities, support for work-life balance, etc.) may be as important as direct monetary incentives in improving engagement.
在实践层面上，本研究的重要性在于为人力资源管理者的决策提供科学支持。研究结果将帮助公司了解不同类型的薪酬系统设计中的哪些因素最能激励员工敬业度，从而提高他们的工作绩效。对于正在经历转型或寻求优化其人力资源战略的公司来说，这一点尤为重要。例如，研究可能表明，在提高敬业度方面，非货币奖励（如职业发展机会、支持工作与生活平衡等）可能与直接货币激励一样重要。

In summary, by deeply exploring the relationship between compensation, employee engagement and job performance, this study can not only provide new ideas and methods for theoretical research, but also provide action guidance for companies. companies to help them build a more efficient and dynamic human society. resource management system. This is crucial to improving employee satisfaction, optimizing employee performance, and achieving long-term company success.
综上所述，本研究通过深入探究薪酬、员工敬业度与工作绩效之间的关系，不仅可以为理论研究提供新的思路和方法，还可以为企业提供行动指导。公司，帮助他们建立一个更高效、更有活力的人类社会。资源管理系统。这对于提高员工满意度、优化员工绩效和实现公司的长期成功至关重要。

1.2 Research Objectives
1.2 研究目标

 1. To study the effect of compensation on employee engagement and job performance at ZF wheat industry chain company.
1. 研究采埃孚小麦产业链公司薪酬对员工敬业度和工作绩效 的影响。

2. To explore the mediating role of employee engagement between compensation and job performance at ZF wheat industry chain company.
2. 探讨采埃孚小麦产业链公司员工敬业度在薪酬与工作绩效之间的中介作用。

1.3 Research Hypotheses
1.3 研究假设 

H1: There is a positive effect of compensation on employee engagement at ZF wheat industry chain company.
H1：薪酬对采埃孚小麦产业链公司员工敬业度有正向影响。

H2: There is a positive effect of compensation on job performance at ZF wheat industry chain company.
H2：薪酬对采埃孚小麦产业链公司的工作绩效存在正向影响。

H3: There is a positive effect of employee engagement on job performance at ZF wheat industry chain company.
H3：员工敬业度对采埃孚小麦产业链公司的工作绩效有正向影响。

H4: Employee engagement mediate the relationship of compensation and job performance at ZF wheat industry chain company.
H4：员工敬业度在采埃孚小麦产业链公司薪酬与工作绩效的关系中起中介作用。

1.4 Scope of the Study
1.4 研究范围

Scope of content: This study aims to analyze the impact of salary management and employee engagement on the job performance of ZF wheat industry chain company and explore which factors have a deeper impact. Therefore, the analysis includes specific data on these aspects of employees of the ZF wheat industry chain company. To obtain these data, this article mainly surveys employees of company and obtains relevant information.
内容范围：本研究旨在分析薪酬管理和员工敬业度对采埃孚小麦产业链公司工作绩效的影响，并探讨哪些因素具有更深层次的影响。因此，该分析包括了采埃孚小麦产业链公司员工这些方面的具体数据。为了获得这些数据，本文主要对公司员工进行调查，并获取相关信息。

Population and sample: The study will take wheat industry chain company as an example and select different departments and positions of ZF wheat industry chain company as the research subjects. The research subjects will include everyone from ordinary employees to middle and senior management personnel. To ensure the representativeness and diversity of the data, a sample of 300 employees of ZF wheat industry chain company will be selected.
人口和样本：本研究以小麦产业链公司为例，选取采埃孚小麦产业链公司的不同部门和岗位作为研究对象。研究对象将包括从普通员工到中高级管理人员的所有人。为保证数据的代表性和多样性，将选取采埃孚小麦产业链公司的 300名员工为样本。

Time range: This research will collect data from August to mid-September 2024.
时间范围：本研究将收集 2024 年 8 月至 9 月中旬的数据。

1.5 Conceptual Framework
1.5 概念框架

This study aims to explore how compensation affects job performance through the mediating variable of employee engagement. The core goal of the study is to reveal how different aspects of compensation (including financial and non-financial compensation) act separately and together on employees' emotional, behavioral, and cognitive engagement, thereby affecting different aspects of their job performance, including task performance and relationship performance. In addition, the study will also evaluate the specific role of employee engagement as a mediating variable in the relationship between compensation and job performance, so as to provide targeted compensation strategy optimization suggestions to help companies improve employee performance and overall business results. Conceptual framework as show in Figure 1.1.
本研究旨在探讨薪酬如何通过员工敬业度的中介变量影响工作绩效。该研究的核心目标是揭示薪酬的不同方面（包括财务和非财务薪酬）如何单独和共同作用于员工的情绪、行为和认知参与，从而影响他们工作绩效的不同方面，包括任务绩效和关系绩效。此外，该研究还将评估员工敬业度作为中介变量在薪酬与工作绩效关系中的具体作用，从而提供有针对性的薪酬策略优化建议，帮助企业提高员工绩效和整体业务成果。概念框架如图 1.1 所示。

Figure 1.1 Conceptual framework
图1.1 概念框架

The study hypothesizes that compensation management affects employee engagement through its two major components: financial compensation and non-financial compensation. Financial compensation such as salary and bonuses are directly related to employees' quality of life and job satisfaction, which may enhance employees' emotional and cognitive engagement. For example, a fair and generous compensation plan may make employees feel valued and secure, thereby increasing their emotional commitment to work and professional responsibility. Non-financial compensation, such as career development opportunities and an optimized working environment, may have a greater impact on employees' behavioral engagement and cognitive engagement. For example, providing training and development opportunities can enhance employees' professional skills and sense of career achievement, prompting them to participate more actively in work and career planning.
该研究假设，薪酬管理通过其两个主要组成部分影响员工敬业度：经济补偿和非经济补偿。工资、奖金等经济补偿与员工的生活质量和工作满意度直接相关，可以增强员工的情绪和认知参与度。例如，公平和慷慨的薪酬计划可以使员工感到被重视和安全感，从而增加他们对工作的情感承诺和职业责任感。非经济补偿，如职业发展机会和优化的工作环境，可能会对员工的行为参与度和认知参与度产生更大的影响。例如，提供培训和发展机会，可以提升员工的专业技能和职业成就感，促使他们更积极地参与工作和职业生涯规划。

As a mediating variable, employee engagement plays a key role in converting the impact of compensation management into work performance. The improvement of emotional engagement usually indicates that employees love and are loyal to their work, which may directly enhance individual task performance because emotionally engaged employees are more willing to put in extra efforts to achieve work goals. The increase in behavioral engagement, such as active participation and teamwork spirit, can effectively enhance collaboration between teams and thus improve relationship performance. Cognitive engagement enhances employees' attention to work details and quality, directly affecting the quality and innovation of tasks, thereby improving task performance.
作为一个中介变量，员工敬业度在将薪酬管理的影响转化为工作绩效方面发挥着关键作用。情绪投入的提高通常表明员工热爱并忠诚于他们的工作，这可能直接提高个人任务绩效，因为情绪投入的员工更愿意付出额外的努力来实现工作目标。行为参与度的增加，如积极参与和团队合作精神，可以有效地增强团队之间的协作，从而提高关系绩效。认知参与增强了员工对工作细节和质量的关注，直接影响任务的质量和创新性，从而提高任务绩效。

Through the discussion of the above relationships, this study will comprehensively understand how compensation management affects employees' work performance by influencing their various dimensions of engagement, and provide companies with a specific basis for formulating or optimizing compensation strategies.
通过对上述关系的探讨，本研究将全面理解薪酬管理如何通过影响员工敬业度的各个维度来影响员工的工作绩效，为企业制定或优化薪酬策略提供具体依据。

1.6 Definition of Terms
1.6 术语定义

1.6.1 Compensation refers to the total monetary and non-monetary benefits that employees receive in exchange for their work and contributions to an organization.
1.6.1 薪酬是指员工因工作和对组织的贡献而获得的货币和非货币利益总额。

1.6.2 The term "economic remuneration" describes the compensation that a business gives its workers in the form of straight cash payments. It covers all aspects of compensation that are directly payable with money, including base pay, commissions, bonuses, allowances, and allowances. Economic compensation, which is one of the key tools for encouraging workers to put in more hours, is the direct financial return on their labor outputs.
1.6.2 “经济报酬”一词是指企业以直接现金支付的形式给予工人的报酬。它涵盖了直接用金钱支付的薪酬的所有方面，包括基本工资、佣金、奖金、津贴和津贴。经济补偿是鼓励劳动者增加工作时间的关键工具之一，是劳动者劳动产出的直接经济回报。

1.6.3 Non-economic compensation, also known as non-monetary compensation or non-material incentives, refers to various benefits and incentives provided by companies in non-monetary forms. These forms of compensation not only focus on employees' material needs, but also focus on meeting employees' psychological and emotional needs, and improving employees' overall job satisfaction and happiness.
1.6.3 非经济补偿，又称非货币性补偿或非物质激励，是指企业以非货币形式提供的各种福利和激励。这些形式的薪酬不仅关注员工的物质需求，而且关注满足员工的心理和情感需求，提高员工的整体工作满意度和幸福感。

1.6.4 Job performance: The activities and outcomes that workers do to meet organizational objectives in a certain amount of time are referred to as job performance. Along with the actual work that employees do, it also encompasses the manner in which they behave, think, and perform over the course of their employment. Work performance serves as a foundation for both corporate management and employee assessment, and it is a crucial criterion for assessing the value and contribution of employees.
1.6.4 工作绩效：工人在一定时间内为实现组织目标而进行的活动和结果称为工作绩效。除了员工所做的实际工作外，它还包括他们在工作过程中的行为、思考和表现方式。工作绩效是企业管理和员工考核的基础，是评估员工价值和贡献的重要标准。

1.6.5 Task performance refers to the efficiency and quality of employees in completing their main duties and tasks at work. This concept focuses on the skills, abilities and results demonstrated by employees in specific jobs by completing work tasks and achieving goals. Task performance is often regarded as an important part of an employee's overall job performance and a key indicator of an employee's contribution to the organization.
1.6.5 任务绩效是指员工在工作中完成主要职责和任务的效率和质量。这一概念侧重于员工在特定工作中通过完成工作任务和实现目标所表现出的技能、能力和结果。任务绩效通常被认为是员工整体工作绩效的重要组成部分，也是员工对组织贡献的关键指标。

1.6.6 Relationship performance, also known as situational performance, refers to the behaviors and attitudes that employees demonstrate that contribute to the organizational environment and social atmosphere in addition to completing formal work tasks. These behaviors include teamwork, proactively helping others, complying with company regulations, and supporting organizational goals. Relationship performance not only focuses on employees' task completion, but also involves their positive contributions to organizational culture and work environment.
1.6.6 关系绩效，又称情境绩效，是指员工在完成正式的工作任务外，还表现出对组织环境和社会氛围有贡献的行为和态度。这些行为包括团队合作、积极帮助他人、遵守公司规定和支持组织目标。关系绩效不仅关注员工任务的完成情况，还涉及员工对组织文化和工作环境的积极贡献。

1.6.7 Employee engagement refers to the degree to which employees identify with and invest in their work, colleagues, organizational culture, and corporate goals. Engagement is not only reflected in employees' work attitudes and behaviors, but also in their emotional connection and positive contribution to the organization. Highly engaged employees generally show higher job satisfaction, productivity, and loyalty.
1.6.7 员工敬业度是指员工对自己的工作、同事、组织文化和企业目标的认同和投入的程度。敬业度不仅体现在员工的工作态度和行为上，还体现在他们的情感联系和对组织的积极贡献上。高度敬业的员工通常表现出更高的工作满意度、生产力和忠诚度。

1.6.8 Emotional engagement refers to employees' emotional investment and identification with their work, organization, and work environment. This level of engagement is reflected in employees' enthusiasm for work, loyalty to the organization, and identification with corporate goals. Emotionally engaged employees typically show high job satisfaction, positive work attitudes, and willingness to make extra efforts for the success of the organization.
1.6.8 情感投入是指员工对自己的工作、组织、工作环境的情感投入和认同。这种敬业度反映在员工对工作的热情、对组织的忠诚度以及对公司目标的认同上。情绪投入的员工通常表现出很高的工作满意度、积极的工作态度以及愿意为组织的成功付出额外努力的意愿。

1.6.9 Behavioral engagement refers to the specific actions and behaviors that employees display at work, which reflect their level of commitment and enthusiasm for their work. Behavioral engagement includes employees' initiative, sense of responsibility, work effort, and cooperation and contribution within the organization when completing work tasks.
1.6.9 行为投入是指员工在工作中表现出的具体行动和行为，反映了员工对工作的投入程度和热情。行为参与包括员工在完成工作任务时的主动性、责任心、工作努力程度以及组织内部的合作和贡献。

1.6.10 Cognitive engagement refers to the psychological and mental involvement that employees show in their work. Cognitive engagement is reflected in employees' understanding, attention and thinking about work tasks and organizational goals. Cognitively engaged employees usually have a deep understanding of their work content, processes and goals, and actively think about how to improve work performance and achieve higher goals.
1.6.10 认知投入是指员工在工作中表现出的心理和心理投入。认知参与反映在员工对工作任务和组织目标的理解、关注和思考上。认知投入的员工通常对自己的工作内容、过程和目标有深刻的理解，并积极思考如何提高工作绩效，实现更高的目标。

1.7 Expected Benefits
1.7 预期收益

By analyzing the different components of compensation management (financial and non-financial compensation), we can understand how these factors directly affect employee job performance. This helps companies develop more effective compensation strategies and improve employee productivity and quality. Studying the role of employee engagement between compensation management and job performance, we can identify which engagement dimensions (emotional engagement, behavioral engagement, cognitive engagement) have the most significant impact on job performance. This will help companies take more targeted measures to improve employee engagement, thereby indirectly improving work performance. By comprehensively considering financial compensation (such as basic salary, allowances, pensions) and non-financial compensation (such as career development opportunities, work environment, work-life balance), companies can develop a more comprehensive compensation management strategy. This not only meets the material needs of employees, but also improves their overall satisfaction and loyalty. Through effective compensation management and employee engagement improvement measures, companies can significantly improve employees' job satisfaction and loyalty to the organization, reduce employee turnover, and increase employee stability.
通过分析薪酬管理的不同组成部分（财务薪酬和非财务薪酬），我们可以了解这些因素如何直接影响员工的工作绩效。这有助于公司制定更有效的薪酬策略，提高员工的生产力和质量。通过研究员工敬业度在薪酬管理与工作绩效之间的作用，我们可以确定哪些敬业度维度（情感敬业度、行为敬业度、认知敬业度）对工作绩效的影响最显着。这将有助于公司采取更有针对性的措施来提高员工敬业度，从而间接提高工作绩效。通过综合考虑经济补偿（如基本工资、津贴、养老金）和非经济补偿（如职业发展机会、工作环境、工作与生活的平衡），企业可以制定更全面的薪酬管理策略。这不仅满足了员工的物质需求，而且提高了员工的整体满意度和忠诚度。通过有效的薪酬管理和员工敬业度提高措施，企业可以显著提高员工的工作满意度和对组织的忠诚度，减少员工流失率，提高员工稳定性。

This article aims to provide companies with effective management strategies to achieve higher employee satisfaction, engagement and work performance, thereby enhancing the overall competitiveness of the company. This will not only help ZF wheat industry chain company improve its actual operations, but also provide valuable reference for other companies in the industry.
本文旨在为企业提供有效的管理策略，以实现更高的员工满意度、敬业度和工作绩效，从而提升公司的整体竞争力。这不仅有助于采埃孚小麦产业链公司提高实际运营水平，也为行业内其他企业提供有价值的借鉴。

CHAPTER 2
第2章

LITERATURE REVIEW
文献综述

The researcher has studied concepts, theories and related research used to determine the research guidelines as follows:
研究人员研究了用于确定研究指南的概念、理论和相关研究，具体如下：

2.1 Compensation
2.1 赔偿

2.2 Employee Engagement
2.2 员工敬业度

2.3 Job performance
2.3 工作表现

2.4 Mediating Effect
2.4 中介效应

2.5 Structural equation modeling
2.5 结构方程建模

2.6 Hypotheses Development
2.6 假设发展

2.1 Compensation
2.1 赔偿

Compensation refers to the total monetary and non-monetary benefits that employees receive in exchange for their work and contributions to an organization (Naidu & Satyanarayana, 2018; Reddy, 2020; Oigbochie et al., 2024). Compensation management is a crucial part of enterprise human resource management, encompassing the direct and indirect economic rewards employees receive for completing their work (Hao, 2012). Core components of economic compensation include salary, allowances, and pension insurance. Non-economic compensation also plays an important role, profoundly impacting employee satisfaction, work enthusiasm, and long-term loyalty. The following sections will describe non-economic compensation in detail, focusing on career development opportunities, work environment, and work-life balance.
薪酬是指员工因工作和对组织的贡献而获得的货币和非货币利益总额（Naidu&Satyanarayana，2018;雷迪，2020 年;Oigbochie 等人，2024 年）。薪酬管理是企业人力资源管理的重要组成部分，包括员工因完成工作而获得的直接和间接经济奖励（Hao，2012）。经济补偿的核心组成部分包括工资、津贴、养老保险等。非经济性薪酬也发挥着重要作用，深刻影响员工满意度、工作热情和长期忠诚度。以下各节将详细介绍非经济薪酬，重点关注职业发展机会、工作环境和工作与生活的平衡。

2.1.1 Salary
2.1.1 工资

Salary is the most basic and direct form of payment in the salary system, and it is also the part that employees care about the most. Salary usually includes basic salary, performance salary, overtime pay, etc.
工资是薪酬体系中最基本、最直接的支付形式，也是员工最关心的部分。工资通常包括基本工资、绩效工资、加班费等。

Basic salary: Basic salary is the fixed salary that employees receive based on their position, job or skills. It reflects the basic value of employees and is the basis of their income (Hao, 2012).
基本工资：基本工资是员工根据其职位、工作或技能获得的固定工资。它反映了员工的基本价值，是员工收入的基础（Hao，2012）。

Performance salary: Performance salary is the floating salary part given to employees based on their work performance, contribution and benefits. It is designed to motivate employees to complete their work tasks better and improve work efficiency.
绩效工资：绩效工资是根据员工的工作表现、贡献和福利待遇给予员工的浮动工资部分。它旨在激励员工更好地完成工作任务，提高工作效率。

Overtime pay: Overtime pay is the additional compensation that employees receive for working beyond the legal working hours. It reflects the compensation and recognition for employees' overtime work.
加班费： 加班费是员工因在法定工作时间之外工作而获得的额外补偿。它反映了对员工加班工作的补偿和认可。

In salary management, companies need to set reasonable salary levels, taking into account both the company's economic benefits and the personal needs and expectations of employees in order to maintain the stability of the workforce and motivate employee enthusiasm.
在薪酬管理中，企业需要设定合理的薪酬水平，既要考虑到公司的经济效益，又要考虑到员工的个人需求和期望，以保持员工队伍的稳定性，激发员工的积极性。

2.1.2 Allowance
2.1.2 津贴

Allowances are a form of supplementary payment in the salary system, which are usually set according to the employee's special working environment, working conditions or nature of work. There are many types of allowances, including but not limited to the following:
津贴是工资制度中的一种补充支付形式，通常是根据劳动者的特殊工作环境、工作条件或工作性质确定的。津贴的种类很多，包括但不限于以下几种：

Position allowance: allowances set for specific positions, such as night shift allowances, high temperature allowances, etc. (Guangli, 2012) It reflects the compensation and incentives for employees in special positions.
岗位津贴：为特定岗位设置的津贴，如夜班津贴、高温津贴等（Guangli，2012）它反映了对特殊岗位员工的薪酬和激励。

Transportation allowance: allowances set to compensate employees for transportation expenses incurred by work. It helps to reduce the financial burden of employees and improve their job satisfaction.
交通津贴：为补偿职工因工作产生的交通费而设立的津贴。它有助于减轻员工的经济负担，提高他们的工作满意度。

Communication allowance: allowances set to compensate employees for communication expenses incurred by work. (Risher H, 2014) It helps to ensure effective communication of employees at work.
通信津贴：为补偿职工因工作产生的通信费用而设立的津贴。（Risher H，2014 年）它有助于确保员工在工作中的有效沟通。

The setting of allowances needs to take into account the actual situation of the enterprise and the actual needs of employees to ensure the rationality and effectiveness of the allowances.
津贴的设置需要考虑到企业的实际情况和员工的实际需要，确保津贴的合理性和有效性。

2.1.3 Pension
2.1.3 养老金

Pension insurance is the social security part of the salary system, which aims to provide employees with life security after retirement. Pension insurance usually includes basic pension insurance, enterprise annuity, etc.
养老保险是工资体系中的社保部分，旨在为员工提供退休后的生活保障。养老保险通常包括基本养老保险、企业年金等。

Basic pension insurance: a social insurance system enforced by the state, where enterprises and employees jointly pay for pension insurance. After retirement, employees can receive corresponding pensions based on the number of years and amount of contributions. (Risher, Howard, 2014)
基本养老保险：国家推行的一种社会保险制度，企业和职工共同缴纳养老保险。员工退休后，可以根据年限和缴费金额领取相应的养老金。（里舍，霍华德，2014 年）

Enterprise annuity: a supplementary pension insurance system established independently by the enterprise. The enterprise can choose whether to establish an enterprise annuity plan based on its own situation. The enterprise annuity plan usually includes two parts: employee personal contributions and enterprise contributions. After retirement, employees can receive corresponding annuity benefits according to the provisions of the annuity plan.
企业年金：由企业自主建立的补充型养老保险制度。企业可以根据自身情况选择是否设立企业年金计划。企业年金计划通常包括员工个人缴费和企业缴费两部分。员工退休后，可以按照年金计划的规定领取相应的年金待遇。

In salary management, companies need to pay pension insurance fees for employees in accordance with national laws, regulations and policy requirements to ensure that employees' legitimate rights and interests are protected. (Risher, H.1994) At the same time, companies can also choose to establish corporate annuity plans according to their own circumstances to further improve employee benefits and loyalty.
在薪酬管理上，企业需要按照国家法律法规和政策要求为员工缴纳养老保险费，确保员工的合法权益得到保障。（里舍尔，H.1994）同时，企业也可以根据自身情况选择建立企业年金计划，进一步提高员工福利和忠诚度。

2.1.4 Career Opportunities
2.1.4 工作机会

Career development opportunities are an important way for employees to achieve self-improvement and growth at work. An enterprise that provides good career development opportunities can attract and retain employees who pursue career growth and personal development. (Sukhanova T V.2010) Career development opportunities usually include the following aspects:
职业发展机会是员工在工作中实现自我提升和成长的重要途径。一个提供良好职业发展机会的企业，可以吸引和留住追求职业发展和个人发展的员工。（苏哈诺娃 T V.2010）职业发展机会通常包括以下几个方面：

Training and further study: The enterprise provides employees with various training and learning opportunities, such as internal training, external seminars, further study courses, etc., to help employees improve their professional skills and knowledge level.
培训与进修：企业为员工提供各种培训与学习机会，如内部培训、外部研讨、进修课程等，帮助员工提高专业技能和知识水平。

Promotion and job rotation: The enterprise provides promotion opportunities and job rotation opportunities based on the work performance and ability of employees, allowing employees to challenge themselves in higher positions or different positions and achieve career development.
晋升和岗位轮换：企业根据员工的工作表现和能力提供晋升机会和岗位轮换机会，让员工在更高的岗位或不同岗位上挑战自我，实现职业发展。

Career planning guidance: The enterprise provides career planning guidance for employees to help employees understand their career interests, strengths and goals, and develop personal career development plans. (Sukhanova, Tatyana Viktorovna.2010)
职业生涯规划指导：企业为员工提供职业生涯规划指导，帮助员工了解自己的职业兴趣、优势和目标，制定个人职业发展规划。（苏哈诺娃，塔季扬娜·维克托罗夫娜.2010）

2.1.5 Working environment
2.1.5 工作环境

A good working environment can not only improve employees' job satisfaction, but also promote their physical and mental health and creativity. A comfortable, safe and positive working environment has a positive impact on employees' work efficiency and work quality. The working environment usually includes the following aspects:
良好的工作环境不仅可以提高员工的工作满意度，还可以促进员工的身心健康和创造力。舒适、安全、积极的工作环境对员工的工作效率和工作质量有着积极的影响。工作环境通常包括以下几个方面：

Physical environment: The company provides comfortable, clean and safe office space and facilities, such as spacious office space, comfortable seats, good lighting and ventilation, etc. (Sukhanova, T. V.2010)
物理环境：公司提供舒适、干净、安全的办公场所和设施，如宽敞的办公空间、舒适的座椅、良好的采光和通风等（Sukhanova， T. V.2010）

Humanistic environment: The company pays attention to communication and collaboration between employees, establishes a positive corporate culture and team atmosphere, and makes employees feel a sense of belonging and cohesion.
人文环境：公司注重员工之间的沟通和协作，建立积极向上的企业文化和团队氛围，使员工产生归属感和凝聚力。

Technical environment: The company provides employees with advanced office equipment and information systems to improve work efficiency and accuracy and reduce work burden.
技术环境：公司为员工提供先进的办公设备和信息系统，提高工作效率和准确性，减轻工作负担。

2.1.6 Work-Life Balance
2.1.6 工作与生活的平衡

As living standards improve, employees' demand for work-life balance is also increasing. A company that can provide a good work-life balance can attract and retain employees who value the quality of life. (Jasim, 2022) Work-life balance usually includes the following aspects:
随着生活水平的提高，员工对工作与生活平衡的需求也越来越大。一家能够提供良好的工作与生活平衡的公司可以吸引和留住重视生活质量的员工。（贾西姆，2022 年）工作与生活的平衡通常包括以下几个方面：

Flexible working hours and systems: Companies provide employees with flexible working hours and systems, such as flexible working hours and remote work, so that employees can better balance work and life.
灵活的工作时间和制度：公司为员工提供灵活的工作时间和制度，如弹性工作时间和远程工作等，使员工能够更好地平衡工作和生活。

Healthy welfare policies: Companies pay attention to the physical and mental health of employees, and provide welfare policies such as health examinations, fitness cards, and medical insurance, so that employees can maintain a healthy body and mentality.
健康的福利政策：公司关注员工的身心健康，提供健康体检、健身卡、医疗保险等福利政策，使员工保持健康的身心健康。

Family care: Companies pay attention to the family status of employees and provide family care policies, such as parental leave, paternity leave, family day, etc., so that employees can better take care of their families. (Jasim, 2022)
家庭关怀：公司关注员工的家庭状况，提供家庭关怀政策，如育儿假、陪产假、家庭日等，使员工能够更好地照顾家庭。（贾西姆，2022 年）

By providing non-economic compensation such as career development opportunities, a good working environment and work-life balance, companies can attract and retain excellent employees, improve employee job satisfaction and loyalty, (Jasim, 2022) and thus enhance the competitiveness and performance of the company.
通过提供职业发展机会、良好的工作环境和工作与生活的平衡等非经济补偿，公司可以吸引和留住优秀员工，提高员工的工作满意度和忠诚度（Jasim，2022），从而提高公司的竞争力和绩效。

2.2 Employee Engagement
2.2 员工敬业度

Employee engagement is a multi-dimensional concept that covers employees’ emotional involvement, behavioral involvement, and cognitive involvement in their work. The following is a detailed description of these three aspects:
员工敬业度是一个多维的概念，涵盖了员工在工作中的情感参与、行为参与和认知参与。以下是这三个方面的详细说明：

2.2.1 Emotional engagement
2.2.1 情感投入

Emotional engagement refers to the positive emotional attitude and emotional connection that employees have towards their work. This engagement is not only reflected in the employees' love and enthusiasm for work, but also in their sense of belonging and loyalty to the company. (Risher H, 2014) Employees with high emotional engagement are often more willing to invest more time and energy in their work because they feel that their work is meaningful and can be recognized and respected by the company.
情感投入是指员工对工作产生的积极的情感态度和情感联系。这种敬业精神不仅体现在员工对工作的热爱和热情上，还体现在他们对公司的归属感和忠诚度上。（Risher H，2014 年）情绪投入度高的员工往往更愿意在工作中投入更多的时间和精力，因为他们觉得自己的工作是有意义的，可以得到公司的认可和尊重。

Sense of belonging: Employees' identification and integration with the company culture, and feeling that they are a member of the company's big family. This sense of belonging can enhance employees' loyalty and job satisfaction.
归属感：员工对公司文化的认同和融入，感到自己是公司大家庭的一员。这种归属感可以提高员工的忠诚度和工作满意度。

Loyalty: Employees' loyalty to the company is not only reflected in their investment in work, (Risher, 2014) but also in their long-term commitment and trust in the company. Loyal employees are more likely to work with the company through difficult times.
忠诚度：员工对公司的忠诚度不仅体现在他们对工作的投入上（Risher，2014），还体现在他们对公司的长期承诺和信任上。忠诚的员工更有可能在困难时期与公司合作。

Emotional connection: The emotional bond established between employees and the company, colleagues and customers. This connection can make employees more engaged in work, improve work efficiency and customer satisfaction.
情感纽带：员工与公司、同事与客户之间建立的情感纽带。这种联系可以使员工更加投入工作，提高工作效率和客户满意度。

2.2.2 Behavioral engagement
2.2.2 行为参与

Behavioral engagement refers to the actual behavior of employees at work, including work effort, teamwork and innovation. Employees with high behavioral engagement are usually able to take the initiative to undertake work tasks, maintain good cooperative relationships with colleagues, and continuously innovate and improve work methods.
行为投入是指员工在工作中的实际行为，包括工作努力、团队合作和创新。行为敬业度高的员工通常能够主动承担工作任务，与同事保持良好的合作关系，不断创新和改进工作方法。

Work effort: the degree of employee's commitment and effort to work, including completing work tasks on time and actively responding to work challenges.
工作努力程度：员工对工作的投入和努力程度，包括按时完成工作任务和积极应对工作挑战。

Teamwork: the ability of employees to collaborate and cooperate with colleagues, including solving problems together, sharing knowledge and experience, etc. Good teamwork can improve overall work efficiency and innovation. (Risher, 2014)
团队合作：员工与同事协作和配合的能力，包括共同解决问题、分享知识和经验等。良好的团队合作可以提高整体工作效率和创新能力。（里舍尔，2014 年）

Innovation ability: the ability of employees to come up with new ideas, new methods and new solutions at work. Innovation ability is one of the important driving forces for the sustainable development of enterprises.
创新能力：员工在工作中提出新想法、新方法、新解决方案的能力。创新能力是企业可持续发展的重要驱动力之一。

2.2.3 Cognitive engagement
2.2.3 认知参与

Cognitive engagement refers to the degree to which employees understand and appreciate their work, including their understanding of work goals, tasks and responsibilities, and their understanding of their roles in the organization. Employees with high cognitive engagement usually have a clear understanding of their job responsibilities and goals (Efendi TF, 2020) and recognize the importance of their work to the organization.
认知参与是指员工理解和欣赏其工作的程度，包括他们对工作目标、任务和责任的理解，以及他们对自己在组织中的角色的理解。具有高认知参与度的员工通常对自己的工作职责和目标有清晰的理解（Efendi TF，2020），并认识到他们的工作对组织的重要性。

Job goal understanding: the degree to which employees understand and identify with their work goals, which helps them better combine their personal goals with organizational goals.
工作目标理解：员工对自己的工作目标的理解和认同的程度，这有助于他们更好地将个人目标与组织目标结合起来。

Task and responsibility cognition: employees have a clear understanding of the tasks and responsibilities they undertake, which helps them better perform their duties and assume corresponding responsibilities.
任务和责任认知：员工对自己承担的任务和责任有清晰的认识，这有助于员工更好地履行职责，承担相应的责任。

Role cognition: employees' understanding and understanding of the role they play in the organization, including their responsibilities, authority and influence. (Efendi, 2020) A clear understanding of roles helps employees better integrate into the organization and play their roles.
角色认知：员工对自己在组织中所扮演的角色的理解和理解，包括自己的职责、权威和影响力。（Efendi，2020 年）对角色的清晰认识有助于员工更好地融入组织并发挥自己的作用。

In summary, employee engagement is a comprehensive concept that covers three aspects: emotional engagement, behavioral engagement and cognitive engagement. Companies can enhance employee job satisfaction and loyalty by improving employee engagement, thereby improving the competitiveness and performance of the company.
总而言之，员工敬业度是一个综合性的概念，涵盖三个方面：情感投入、行为投入和认知投入。公司可以通过提高员工敬业度来提高员工的工作满意度和忠诚度，从而提高公司的竞争力和绩效。

2.3 Job performance
2.3 Job 性能

Job performance is a multidimensional concept, which usually includes two parts: task performance and relationship performance.
工作绩效是一个多维的概念，通常包括任务绩效和关系绩效两部分。

2.3.1 Task performance
2.3.1 任务性能

Task performance refers to the situation in which employees complete the tasks assigned by the organization in the organization, which is closely related to the work content arranged by the organization. It is affected by factors such as the employee's individual professional skills, professional knowledge, task proficiency and work ability. Task performance is the most basic component of performance evaluation, which is specifically manifested in the quantity, quality, cost and other contributions made to the enterprise. (Gunn B, 1989)
任务绩效是指员工在组织中完成组织分配的任务的情况，与组织安排的工作内容密切相关。受员工个人专业技能、专业知识、任务熟练程度、工作能力等因素的影响。任务绩效是绩效考核最基本的组成部分，具体表现在对企业做出的数量、质量、成本等贡献上。（Gunn B，1989 年）

1. Quantity and quality: The primary measurement indicator of task performance is the quantity and quality of work. Employees need to complete their work tasks efficiently and accurately in accordance with the requirements and standards of the organization, and ensure that the quality of the work meets the established standards.
1、数量和质量：任务绩效的主要衡量指标是工作的数量和质量。员工需要按照组织的要求和标准，高效、准确地完成工作任务，并确保工作质量达到既定标准。

2. Cost: In the process of completing work tasks, employees need to reasonably control costs and avoid unnecessary waste and losses. (Gunn B, 1989) This reflects the efficient use of resources and the strength of employees' cost awareness.
2、成本：员工在完成工作任务的过程中，需要合理控制成本，避免不必要的浪费和损失。（Gunn B，1989 年）这体现了资源的高效利用和员工成本意识的增强。

3. Timeliness: The completion of tasks needs to comply with time regulations, and employees need to complete their work tasks on time to ensure the normal operation of the organization and the smooth progress of the project.
3、时效性：任务的完成需要遵守时间规定，员工需要按时完成工作任务，以保证组织的正常运作和项目的顺利进行。

4. Innovation ability: In the process of completing tasks, employees need to have the ability to innovate and come up with new ideas and solutions to promote continuous improvement and optimization of work.
4、创新能力：在完成任务的过程中，员工需要具备创新能力，提出新的想法和解决方案，以推动工作的持续改进和优化。

2.3.2 Relationship performance
2.3.2 关系表现

Relationship performance refers to activities outside of one's job duties. Although it does not directly affect individual task performance, good relationship performance has a long-term impact on the overall performance of an organization or enterprise. (Gunn B, 1989) Relationship performance is mainly reflected in the following aspects:
关系绩效是指一个人的工作职责之外的活动。虽然它不会直接影响个人任务绩效，但良好的关系绩效对组织或企业的整体绩效有长期的影响。（Gunn B，1989 年）关系表现主要体现在以下几个方面：

1. Teamwork: Employees need to actively participate in teamwork, maintain good communication and collaboration with colleagues, and jointly complete tasks and solve problems. Teamwork can improve work efficiency and quality, and enhance the cohesion and competitiveness of the organization.
1、团队合作：员工需要积极参与团队合作，与同事保持良好的沟通协作，共同完成任务和解决问题。团队合作可以提高工作效率和质量，增强组织的凝聚力和竞争力。

2. Interpersonal relationships: Employees need to actively establish and maintain good interpersonal relationships, including relationships with colleagues, superiors and subordinates, and customers. Good interpersonal relationships can promote the effective transmission and sharing of information, (Joseph J, 2010) and enhance the trust and cooperative atmosphere of the organization.
2、人际关系：员工需要积极建立和保持良好的人际关系，包括与同事、上下级、客户的关系。良好的人际关系可以促进信息的有效传递和共享（Joseph J，2010），并增强组织的信任和合作氛围。

3. Organizational commitment: Employees need to have a high sense of identity and belonging to the organization, actively fulfill their duties and obligations, and contribute their own strength to the development of the organization. Organizational commitment can enhance employee loyalty and stability and promote the long-term development of the organization.
3、组织承诺：员工需要对组织有高度的认同感和归属感，积极履行自己的职责和义务，为组织的发展贡献自己的力量。组织承诺可以增强员工的忠诚度和稳定性，促进组织的长远发展。

In summary, task performance and relationship performance are two important aspects of work performance. Task performance focuses on the performance and results of employees in completing tasks, while relationship performance focuses on employees' performance in interpersonal relationships, teamwork, and organizational commitment. In actual work, organizations need to consider these two aspects in order to comprehensively evaluate employees' work performance.
综上所述，任务绩效和关系绩效是工作绩效的两个重要方面。任务绩效侧重于员工在完成任务中的表现和结果，而关系绩效侧重于员工在人际关系、团队合作和组织承诺方面的表现。在实际工作中，组织需要考虑这两个方面，以便全面评估员工的工作绩效。

2.4 Mediating Effect
2.4 中介效应

The mediating effect is a concept widely used in many fields such as social science, medicine, psychology, business administration, etc. It is mainly used to explain and understand the relationship and mechanism between variables.
中介效应是一个在社会科学、医学、心理学、工商管理等许多领域广泛使用的概念。它主要用于解释和理解变量之间的关系和作用机制。

2.4.1 definition
2.4.1 定义

The term "mediation effect," which is sometimes used interchangeably with "indirect effect" or "transmission effect," describes how one or more variables act as a link between the independent and dependent variables. (Melendi Kelmendi, 2017) Put simply, rather than directly influencing the dependent variable Y, the independent variable X influences it through one or more mediating factors M.
术语“中介效应”有时与“间接效应”或“传递效应”互换使用，描述了一个或多个变量如何充当自变量和因变量之间的链接。（梅伦迪·凯尔门迪，2017 年）简单地说，自变量 X 不是直接影响因变量 Y，而是通过一个或多个中介因子 M 来影响它。

2.4.2 constitute
2.4.2 构成

Independent variable (X): The variable that causes changes in other variables, which is the starting point of the study.
自变量（X）：引起其他变量变化的变量，是研究的起点。

The variable that serves as a link between the independent and dependent variables—the mediating variable, or M—is essential to understanding how the independent variable influences the dependent variable. (T F Efendi, 2020)
在自变量和因变量之间起纽带作用的变量（中介变量或 M）对于理解自变量如何影响因变量至关重要。（T F Efendi，2020 年）

Dependent variable (Y): The variable affected by the independent variable, which is the end point of the study.
因变量（Y）：受自变量影响的变量，是研究的终点。

2.4.3 type
2.4.3 类型

Complete mediation effect: When the independent variable X has no substantial direct impact on the dependent variable Y, but M's effects are the whole mediating variable between X and Y, then the influence of X on Y is entirely transferred through the mediating variable M. (Svacina Pavel, 2020)
完全中介效应：当自变量X对因变量Y没有实质性的直接影响，但M的效应是X和Y之间的整个中介变量时，X对Y的影响完全通过中介变量M传递。

Partial mediating impact: When some mediating factors have both a direct and an indirect effect on the dependent variable Y, the influence of the independent variable X is partially communicated through the mediating variable M.
部分中介影响：当某些中介因素对因变量Y既有直接影响又有间接影响时，自变量X的影响通过中介变量M部分传递。

2.4.4 Analysis steps
2.4.4 分析步骤

The first step is to determine the significance of the regression coefficient c, or the overall impact of the independent variable X on the dependent variable Y.
第一步是确定回归系数 c 的显著性，即自变量 X 对因变量 Y 的总体影响。

Step 2: Determine the significance of the regression coefficient a by examining the impact of the independent variable X on the mediating variable M.
第 2 步：通过检查自变量 X 对中介变量 M 的影响来确定回归系数 a 的显著性。

Step 3: Take into account the independent variable's impact concurrently
第 3 步：同时考虑自变量的影响

2.4.5 judgement standard
2.4.5 判定标准

If the coefficients c, a, and b are all significant, and c' is not significant, it is a complete mediation effect.
如果系数 c、a 和 b 均显著，而 c' 不显著，则为完全中介效应。

If the coefficients c, a, and b are all significant, and c' is also significant but c' < c, it is a partial mediating effect.
如果系数 c、a 和 b 均显著，且 c' 也显著，但 c' < c，则为部分中介效应。

2.4.6 Example
2.4.6 示例

In the study of the impact of education on income, education (X) may not directly determine income level (Y), but indirectly affect income through the intermediary variable of improving employment opportunities (M). In this case, the impact of education on income is manifested as a mediating effect. (Shishkin, 2017)
在研究教育对收入影响的研究中，教育程度（X）可能不会直接决定收入水平（Y），而是通过提高就业机会（M）这个中介变量间接影响收入。在这种情况下，教育对收入的影响表现为中介效应。（Shishkin，2017 年）

2.4.7 significance
2.4.7 意义

The study of mediation effects helps us to gain a deeper understanding of the relationships and mechanisms between variables, discover hidden causal relationships, and provide more effective methods and strategies for problem solving. (Hossen, 2018) At the same time, the study of mediation effects also provides us with a new perspective to examine and explain social phenomena.
中介效应的研究有助于我们更深入地理解变量之间的关系和作用机制，发现隐藏的因果关系，为解决问题提供更有效的方法和策略。（Hossen，2018年）同时，中介效应的研究也为我们提供了一个审视和解释社会现象的新视角。

2.5 Structural equation modeling
2.5 结构方程建模

Structural Equation Modeling (SEM) is a statistical analysis technique that is mainly used to study and test complex relationships between multiple variables (Michael Armstrong, 2019), especially when these relationships contain latent variables that cannot be directly observed.
结构方程建模 （SEM） 是一种统计分析技术，主要用于研究和测试多个变量之间的复杂关系（Michael Armstrong，2019），尤其是当这些关系包含无法直接观察到的潜在变量时。

2.5.1 Definition and Principle
2.5.1 定义和原则

One technique for creating, estimating, and evaluating causal models is structural equation modeling. It allows for the simultaneous processing of explicit (variables that can be directly seen) and latent (variables that cannot be directly observed but may be implicitly assessed through explicit variables) variables by combining classical factor analysis with route analysis. (2019, Michel Magnan) The measurement model and the structural model are the two components of structural equation modeling. The link between explicit and latent variables is described by the measurement model, while the relationship between latent variables is described by the structural model.
创建、估计和评估因果模型的一种技术是结构方程建模。它允许通过将经典因子分析与路径分析相结合，同时处理显式（可以直接看到的变量）和潜在（无法直接观察到但可以通过显式变量隐式评估的变量）变量。（2019年，米歇尔·马格南）测量模型和结构模型是结构方程建模的两个组成部分。显变量和潜在变量之间的联系由测量模型描述，而潜在变量之间的关系由结构模型描述。

2.5.2 main feature
2.5.2 主要特点

Handling latent variables: Structural equation models can effectively handle latent variables, which is particularly important for research in fields such as social sciences and psychology, because many important concepts in these fields (such as satisfaction, motivation, etc.) are difficult to observe directly.
处理潜在变量：结构方程模型可以有效地处理潜在变量，这对于社会科学和心理学等领域的研究尤为重要，因为这些领域的许多重要概念（如满意度、动机等）很难直接观察。

Analyze complex relationships: Structural equation models can analyze complex relationships between multiple variables, (Michael Armstrong, 2019) including direct effects, indirect effects, and interactive effects.
分析复杂关系：结构方程模型可以分析多个变量之间的复杂关系（Michael Armstrong，2019），包括直接效应、间接效应和交互效应。

Integrate multiple analysis methods: Structural equation models integrate multiple statistical analysis methods such as factor analysis, regression analysis, and path analysis, (Gerhardus, 2021) providing a unified analysis framework.
整合多种分析方法：结构方程模型整合了因子分析、回归分析、路径分析等多种统计分析方法，（Gerhardus，2021），提供统一的分析框架。

2.5.3 Analysis steps
2.5.3 分析步骤

The analysis of structural equation model usually includes the following steps:
结构方程模型的分析通常包括以下步骤：

Model setting: According to the research questions and theoretical assumptions, a structural equation model containing explicit variables and latent variables is set.
模型设置：根据研究问题和理论假设，建立包含显性变量和潜在变量的结构方程模型。

Data collection: Collect data for model analysis, usually including questionnaires, experimental observations, etc.
数据收集：收集数据进行模型分析，通常包括问卷调查、实验观察等。

Model estimation: Use statistical software (such as AMOS, Mplus, etc.) to estimate the model and obtain the estimated values ​​of model parameters.
模型估计：使用统计软件（如AMOS、Mplus等）对模型进行估计，得到模型参数的估计值。

Model evaluation: Evaluate the fit and effectiveness of the model by comparing the model fit index (such as Chi-square, RMSEA, CFI, etc.) and the rationality of theoretical assumptions. (Chen Shuxian, 2023)
模型评估：通过比较模型拟合指数（如卡方、RMSEA、CFI等）和理论假设的合理性，评估模型的拟合度和有效性。（陈书贤， 2023）

Result interpretation: Explain the relationship between variables based on the model estimation results, verify the research hypothesis, (Chen Zhijun, 2023) and explore the theoretical and practical significance of the results.
结果解读：基于模型估计结果解释变量之间的关系，验证研究假设（陈志军，2023），并探讨结果的理论和实践意义。

2.5.4 Precautions
2.5.4 注意事项

Sample size: Since the structural equation model needs to estimate a large number of parameters, a larger sample size is usually required (generally at least 200 samples are recommended).
样本量：由于结构方程模型需要估计大量的参数，因此通常需要更大的样本量（通常建议至少 200 个样本）。

Data quality: Data quality has an important impact on the results of model analysis, so the data needs to be strictly cleaned and checked.
数据质量：数据质量对模型分析的结果有重要影响，因此需要对数据进行严格的清理和检查。

Theoretical support: The analysis results of the structural equation model need to be supported by theory (Ren Jiaojiao, 2023), so a full literature review and theoretical construction are required before analysis.
理论支撑：结构方程模型的分析结果需要有理论支撑（任教教，2023），因此在分析前需要进行充分的文献回顾和理论构建。

2.5.5 Application Areas
2.5.5 应用领域

Structural equation models have been widely used in social sciences, psychology, medicine, economics and other fields. For example, in the field of education, structural equation models can be used to study the relationship between variables such as student performance, learning motivation, and learning attitude; in the field of medicine, structural equation models can be used to study the relationship between variables such as disease incidence, risk factors, and preventive measures. (Shi Jiaxin, 2022)
结构方程模型在社会科学、心理学、医学、经济学等领域得到了广泛的应用。例如，在教育领域，可以采用结构方程模型来研究学生成绩、学习动机、学习态度等变量之间的关系;在医学领域，结构方程模型可用于研究疾病发病率、危险因素和预防措施等变量之间的关系。（史佳欣， 2022）

In short, structural equation models are a powerful statistical analysis technique that can effectively handle latent variables and complex relationships (Lockwood N R, 2017) and provide important analytical tools for research in fields such as social sciences and natural sciences.
简而言之，结构方程模型是一种强大的统计分析技术，可以有效地处理潜在变量和复杂的关系（Lockwood N R，2017），并为社会科学和自然科学等领域的研究提供重要的分析工具。

2.6 Hypotheses Development
2.6 假设发展

2.6.1 The effect of compensation on employee engagement
2.6.1 薪酬对员工敬业度的影响

Compensation plays a crucial role in shaping employee engagement within organizations. Employee engagement, which encompasses employees' emotional and intellectual commitment to their work and organization (Saks, 2006), has been extensively explored in relation to various facets of compensation.
薪酬在塑造组织内员工敬业度方面起着至关重要的作用。员工敬业度，包括员工对工作和组织的情感和智力承诺（Saks，2006），已经与薪酬的各个方面进行了广泛的探讨。

Numerous studies underscore a positive correlation between compensation and employee engagement. Tan Chunping (2020) asserts that effective salary management directly influences employees' motivation and job satisfaction. When employees perceive their compensation as fair and commensurate with their contributions, they are more likely to feel valued and dedicated to their roles. Research by Wu Dan (2016) suggests that higher pay levels can enhance employee engagement by attracting and retaining talented individuals. Employees who receive adequate compensation for their skills tend to demonstrate heightened enthusiasm and commitment in their work.
许多研究都强调了薪酬与员工敬业度之间的正相关关系。谭春平（2020）断言，有效的薪酬管理直接影响员工的积极性和工作满意度。当员工认为他们的薪酬是公平的并且与他们的贡献相称时，他们更有可能感到受到重视并专注于自己的角色。 Wu Dan（2016）的研究表明，更高的薪酬水平可以通过吸引和留住人才来提高员工敬业度。因其技能而获得足够报酬的员工往往在工作中表现出高度的热情和承诺。

The fairness and transparency of compensation systems are critical factors influencing employee engagement (Lei Wen, 2016). Employees compare their pay with that of their peers and expect equitable distribution of rewards. Organizations that ensure fairness and transparency in their pay structures typically experience higher levels of employee satisfaction and engagement.
薪酬制度的公正性和透明度是影响员工敬业度的关键因素（Lei 温，2016）。员工将自己的薪酬与同事的薪酬进行比较，并期望公平分配奖励。确保薪酬结构公平和透明的组织通常会体验到更高水平的员工满意度和敬业度。

Amanda-Shantz (2016) emphasizes the significance of linking pay directly to performance to foster employee engagement. Performance-based pay systems can effectively motivate employees to achieve organizational objectives and nurture a sense of achievement and recognition.
Amanda-Shantz（2016）强调了将薪酬直接与绩效挂钩对于促进员工敬业度的重要性。基于绩效的薪酬体系可以有效地激励员工实现组织目标，培养成就感和认同感。

Beyond basic salary and bonuses, providing diversified incentives such as stock options, career development opportunities, and recognition programs significantly contributes to employee engagement (Duncan Brown, 2014). Long-term incentive plans, including profit-sharing initiatives, encourage employees to commit to the organization's long-term success, thereby fostering sustained engagement and loyalty.
除了基本工资和奖金外，提供多样化的激励措施，如股票期权、职业发展机会和表彰计划，也大大有助于提高员工敬业度（Duncan Brown，2014）。长期激励计划，包括利润分享计划，鼓励员工致力于组织的长期成功，从而培养持续的敬业度和忠诚度。

In conclusion, the reviewed literature consistently supports the hypothesis that compensation positively impacts employee engagement. This literature review lays the foundation to explore whether similar dynamics exist within ZF wheat industry chain company. Thus, based on the synthesized evidence, the proposed research hypothesis is:
总之，回顾的文献一致支持薪酬对员工敬业度产生积极影响的假设。本文综述为探讨采埃孚小麦产业链公司内部是否存在类似的动态现象奠定了基础。因此，基于综合证据，提出的研究假设为：

H1: There is a positive effect of compensation on employee engagement at ZF wheat industry chain company.
H1：薪酬对采埃孚小麦产业链公司员工敬业度有正向影响。

2.6.2 The effect of compensation on job performance
2.6.2 薪酬对工作绩效的影响

Research into compensation and its impact on job performance is expansive and thorough, examining how companies can effectively influence and enhance employees' job performance through well-designed compensation strategies. According to Msisiri (2017), this field explores various management approaches aimed at attracting, motivating, and retaining talent through fair and competitive compensation policies, procedures, and practices.
对薪酬及其对工作绩效影响的研究是广泛而深入的，研究了公司如何通过精心设计的薪酬策略有效地影响和提高员工的工作绩效。根据 Msisiri （2017） 的说法，该领域探索了旨在通过公平和竞争性的薪酬政策、程序和实践吸引、激励和留住人才的各种管理方法。

 Compensation management involves the meticulous regulation of employee compensation within an organization, designed to meet employees' expectations while aligning with market standards. As noted by Nazir (2018), fundamental principles such as fairness, competitiveness, incentives, efficiency, and legality underpin effective compensation strategies. These principles ensure that companies maintain a compensation system that not only competes in the market but also motivates and satisfies employees.
薪酬管理涉及在组织内对员工薪酬进行细致的监管，旨在满足员工的期望，同时符合市场标准。正如 Nazir （2018） 所指出的，公平、竞争力、激励、效率和合法性等基本原则是有效的薪酬策略的基础。这些原则确保公司维持的薪酬体系不仅在市场上竞争，而且能够激励和满足员工。

 Job performance encompasses the comprehensive evaluation of employees' behaviors, attitudes, and outcomes during their work tenure. According to Pregnolato (2018), key performance indicators include task completion, work quality, efficiency, teamwork, and communication skills. Four primary factors influencing job performance are employee motivation, skills, work environment, and opportunities, with motivation, facilitated significantly through salary, standing out as a critical determinant.
工作绩效包括对员工在工作期间的行为、态度和结果的综合评估。根据 Pregnolato （2018） 的说法，关键绩效指标包括任务完成、工作质量、效率、团队合作和沟通技巧。影响工作绩效的四个主要因素是员工激励、技能、工作环境和机会，其中激励通过工资显着促进，是一个关键决定因素。

 Effective salary management plays a pivotal role in influencing job performance through several mechanisms. Smit (2019) emphasizes that well-designed salary structures can ignite employee enthusiasm, initiative, job satisfaction, and loyalty. By linking salary to performance metrics, organizations can motivate employees to strive for higher performance standards, thereby enhancing overall company performance.
有效的薪酬管理通过多种机制在影响工作绩效方面发挥着关键作用。Smit（2019）强调，精心设计的薪酬结构可以激发员工的热情、主动性、工作满意度和忠诚度。通过将工资与绩效指标挂钩，组织可以激励员工追求更高的绩效标准，从而提高公司的整体绩效。

 Competitive salary levels are crucial for attracting and retaining high-caliber talent, as highlighted by Spurk (2019). These employees typically bring substantial skills and potential to the organization, contributing significantly to its long-term growth and success. Additionally, Rayton (2019) notes that salary management can convey corporate values and strategic direction, fostering a positive corporate culture that inspires employee commitment and fosters organizational stability and advancement.
正如 Spurk （2019） 所强调的那样，有竞争力的薪资水平对于吸引和留住高素质人才至关重要。这些员工通常为组织带来大量的技能和潜力，为组织的长期增长和成功做出重大贡献。此外，Rayton（2019）指出，薪酬管理可以传达企业价值观和战略方向，培养积极的企业文化，激发员工的承诺并促进组织的稳定性和进步。

 The evaluation of job performance serves as a critical basis for salary management decisions within enterprises. Ahmed (2019) underscores that performance assessments provide valuable insights for formulating fair and rational compensation strategies. By aligning salary adjustments with performance outcomes, organizations can effectively incentivize desired employee behaviors and ensure alignment with organizational goals.
对工作绩效的评估是企业内部薪酬管理决策的重要依据。Ahmed（2019）强调，绩效评估为制定公平合理的薪酬策略提供了宝贵的见解。通过将薪资调整与绩效结果保持一致，组织可以有效地激励员工期望的行为，并确保与组织目标保持一致。

 The relationship between compensation and job performance is interactive and mutually reinforcing. According to Garg (2019), effective compensation practices motivate employees to enhance their performance, leading to increased profitability and organizational benefits. This positive cycle supports sustainable development and enhances the company's competitiveness in the market.
薪酬与工作绩效之间的关系是相互作用的，相辅相成的。根据 Garg （2019） 的说法，有效的薪酬实践可以激励员工提高绩效，从而提高盈利能力和组织福利。这种正循环支持了可持续发展，增强了公司在市场上的竞争力。

 In conclusion, the alignment between compensation and job performance underscores the importance of strategic compensation strategies in driving organizational success. As Song Tao (2019) suggests, companies must develop and implement robust compensation systems that not only motivate and retain talent but also enhance corporate culture and performance. These efforts are essential for optimizing employee engagement and improving overall organizational effectiveness.
总之，薪酬与工作绩效之间的一致性强调了战略薪酬策略在推动组织成功方面的重要性。正如宋涛（2019）所建议的那样，公司必须制定和实施健全的薪酬体系，不仅要激励和留住人才，还要提升企业文化和绩效。这些努力对于优化员工敬业度和提高整体组织效率至关重要。

H2: There is a positive effect of compensation on job performance at ZF wheat industry chain company.
H2：薪酬对采埃孚小麦产业链公司的工作绩效有正向影响。

2.6.3 The effect of employee engagement on job performance
2.6.3 员工敬业度对工作绩效的影响

Employee engagement and its impact on job performance have garnered significant attention across various industries. This literature review aims to explore the relationship between employee engagement and job performance, focusing specifically on the AB wheat industry chain company.
员工敬业度及其对工作绩效的影响在各个行业引起了极大的关注。本文文献综述旨在探讨员工敬业度与工作绩效之间的关系，重点关注AB小麦产业链公司。

 Employee engagement is commonly defined as the emotional and cognitive commitment employees exhibit towards their work and organization (Kahn, 1990; Bakker & Albrecht, 2018). It encompasses aspects such as enthusiasm, dedication, and absorption in work tasks (Schaufeli & Bakker, 2004; Jaya & Ariyanto, 2021).
员工敬业度通常被定义为员工对工作和组织表现出的情感和认知承诺（Kahn，1990;Bakker&Albrecht，2018）。它包括工作任务中的热情、奉献和吸收等方面（Schaufeli & Bakker，2004; Jaya & Ariyanto，2021 年）。

 The Job Demands-Resources (JD-R) model provides a theoretical framework for understanding how employee engagement influences job performance. According to this model, engagement serves as a personal resource that enhances employees' ability to meet job demands and achieve higher performance levels (Bakker & Demerouti, 2007; Bakker & Demerouti, 2017).
工作需求-资源 （JD-R） 模型为理解员工敬业度如何影响工作绩效提供了一个理论框架。根据这种模型，敬业度作为一种个人资源，可以提高员工满足工作需求和实现更高绩效水平的能力（Bakker&Demerouti，2007; Bakker&Demerouti，2017）。

 Empirical research consistently supports a positive relationship between employee engagement and job performance. Studies by Markos & Sridevi (2010) highlight that organizations with highly engaged employees tend to experience lower turnover rates and increased productivity. Similarly, meta-analyses, such as Ahmed et al. (2020), confirm that engaged employees exceed performance expectations and contribute positively to organizational outcomes.
实证研究始终支持员工敬业度与工作绩效之间存在正相关关系。Markos & Sridevi （2010）的研究强调，拥有高度敬业员工的组织往往会经历较低的离职率和更高的生产力。同样，荟萃分析，如 Ahmed 等人。 （2020），确认敬业的员工超出了绩效预期，并为组织成果做出了积极贡献。

 Within the specific context of the ZF wheat industry chain company, factors like operational efficiency, teamwork, and employee satisfaction play crucial roles in determining job performance. Engaged employees are expected to demonstrate heightened commitment towards achieving company goals, thereby enhancing operational effectiveness and customer satisfaction (Ghlichlee & Bayat, 2021).
在采埃孚小麦产业链公司的特定背景下，运营效率、团队合作和员工满意度等因素在决定工作绩效方面起着至关重要的作用。敬业的员工应该表现出对实现公司目标的高度承诺，从而提高运营效率和客户满意度（Ghlichlee & Bayat，2021）。

 In conclusion, the reviewed literature provides compelling evidence supporting the hypothesis that increased levels of employee engagement positively influence job performance in organizational settings. This review lays the groundwork for further exploration into how employee engagement specifically impacts job performance within the ZF wheat industry chain company.
总之，回顾的文献提供了令人信服的证据，支持以下假设：员工敬业度的提高对组织环境中的工作绩效有积极影响。这篇综述为进一步探索员工敬业度如何具体影响采埃孚小麦产业链公司的工作绩效奠定了基础。

H3: There is a positive effect of employee engagement on job performance at ZF wheat industry chain company.
H3：员工敬业度对采埃孚小麦产业链公司的工作绩效有正向影响。

2.6.4 Employee engagement mediate the relationship of compensation and job performance
2.6.4 员工敬业度在薪酬与工作绩效之间起中介作用

Employee engagement serves as a crucial mediator between compensation and work performance. This implies that while compensation directly influences work performance, it also indirectly enhances performance by fostering higher levels of employee engagement. At ZF wheat industry chain company, a fair and reasonable compensation system not only acknowledges employees' contributions but also instills a sense of recognition and respect, thereby boosting their commitment and enthusiasm for their work—ultimately enhancing engagement. This heightened engagement motivates employees to increase their efforts, leading to improved work efficiency, higher quality output, and overall enhanced job performance (Bolfek, 2017).
员工敬业度是薪酬和工作绩效之间的重要中介。这意味着，虽然薪酬直接影响工作绩效，但它也通过提高员工敬业度来间接提高绩效。在采埃孚小麦产业链公司，公平合理的薪酬体系不仅认可员工的贡献，而且灌输了员工的认可感和尊重感，从而提高了员工的工作投入和热情，最终提高了员工敬业度。这种高度的敬业度激励员工加倍努力，从而提高工作效率、提高产出质量并全面提高工作绩效（Bolfek，2017）。

A well-structured compensation system acts as a powerful motivator, enhancing employee engagement. Beyond being a reward for job outcomes, compensation signifies acknowledgment of employees' value and contributions. This recognition fosters a deeper commitment among employees, motivating them to strive harder to reciprocate the company's trust and support (Tate et al., 2021). Employees with high engagement levels typically exhibit superior work performance. They approach their responsibilities with seriousness and responsibility, investing more time and energy into tasks. Moreover, their heightened engagement fosters innovation and problem-solving abilities, enabling them to generate greater value for the company.
结构良好的薪酬体系可以起到强大的激励作用，提高员工敬业度。除了对工作成果的奖励外，薪酬还意味着对员工价值和贡献的认可。这种认可在员工中培养了更深层次的承诺，激励他们更加努力地回报公司的信任和支持（Tate et al.， 2021）。 敬业度高的员工通常表现出卓越的工作表现。他们以认真和负责任的态度对待自己的责任，将更多的时间和精力投入到任务中。此外，他们的高度参与促进了创新和解决问题的能力，使他们能够为公司创造更大的价值。

Engaged employees are more responsive to the motivational impact of compensation (Tumi et al., 2022). A well-structured compensation system further stimulates their enthusiasm and motivation, thereby boosting work performance. Even in cases where the compensation system may seem unfair, highly engaged employees prioritize intrinsic job satisfaction and a sense of accomplishment, which helps mitigate the adverse effects of perceived unfairness. High levels of engagement encourage employees to strive for improved performance, leading to higher compensation reward (Gull et al., 2020). This positive feedback loop supports ongoing company growth and development (Garg, 2019). Through an extensive review of existing literature, we propose Hypothesis 4:
敬业的员工对薪酬的激励影响反应更灵敏（Tumi et al.， 2022）。结构合理的薪酬体系可以进一步激发他们的积极性和积极性，从而提升工作绩效。 即使在薪酬制度看起来不公平的情况下，高度敬业的员工也会优先考虑内在的工作满意度和成就感，这有助于减轻感知到的不公平的不利影响。 高水平的敬业度鼓励员工努力提高绩效，从而带来更高的薪酬奖励（Gull 等人，2020 年）。这种积极的反馈循环支持公司的持续增长和发展（Garg，2019）。 通过对现有文献的广泛回顾，我们提出了假设 4：

H4: Employee engagement mediates the relationship between compensation and job performance at ZF wheat industry chain company.
H4：在采埃孚小麦产业链公司，员工敬业度在薪酬与工作绩效之间起中介作用。

CHAPTER 3
第 3 章

RESEARCH METHODOLOGY
研究方法

This research is a mixed method research. The details about the research method as follows:
本研究是一种混合方法研究。研究方法详情如下：

Research design
研究设计

Population and sample size
总体和样本量

Research instruments
研究仪器

Data collection
数据采集

Data analysis
数据分析

3.1 Research Design
3.1 研究设计

After reviewing some references at home and abroad, it is found that there are many analytical studies on employee salary management and employee work performance. Most scholars believe that salary management has an impact on work performance and work engagement. Therefore, this paper selects Zhongyu Food Co., Ltd. as the research object to conduct an empirical investigation and research on the company's employees.
在查阅国内外的一些参考资料后发现，关于员工薪酬管理、员工工作绩效的分析研究较多。大多数学者认为，薪资管理对工作绩效和工作敬业度有影响。因此，本文选择中裕食品有限公司。 作为研究对象，对公司员工进行实证调查研究。

This study will use quantitative analysis methods to conduct research and use questionnaire surveys to obtain data. The advantages of this method are simplicity, flexibility, and most importantly, the ability to obtain detailed first-hand information. Questionnaire design is the beginning of empirical research and the basis for improving the accuracy of analysis. The more rigorous the measurement questionnaire design process, the more explanatory the research results. Therefore, based on literature research, this paper designs a questionnaire based on three dimensions: salary management, employee engagement, and work performance. Regression analysis and correlation analysis will be used to analyze data and test the proposed hypotheses.
本研究将使用定量分析方法进行研究，并使用问卷调查来获取数据。这种方法的优点是简单、灵活，最重要的是，能够获得详细的第一手信息。问卷设计是实证研究的起点，也是提高分析准确性的基础。测量问卷设计过程越严谨，研究结果的解释性就越强。因此，本文在文献研究的基础上，设计了一份基于薪酬管理、员工敬业度和工作绩效三个维度的问卷。回归分析和相关性分析将用于分析数据并检验提出的假设。

3.2 Population and Sample Size
3.2 总体和样本量

 This study aims to explore the impact of compensation management on job performance and the mediating role of employee engagement. The research subjects are employees of Zhongyu Food Co., Ltd. (hereinafter referred to as "ZF wheat industry chain company"). ZF wheat industry chain company currently has 618 employees.
本研究旨在探讨薪酬管理对工作绩效的影响以及员工敬业度的中介作用。研究对象为中裕食品股份有限公司（以下简称“采埃孚小麦产业链公司”）的员工。采埃孚小麦产业链公司现有员工618人。

Simple random sampling is a commonly used sampling method that ensures that each individual has an equal probability of being selected, thereby ensuring the representativeness of the sample. The calculation of sample size is usually based on the following parameters: population size, confidence level, error margin, and expected proportion.
简单随机抽样是一种常用的抽样方法，它确保每个个体被选中的概率相等，从而保证样本的代表性。样本量的计算通常基于以下参数：总体大小、置信水平、误差幅度和预期比例。

The sample size calculation formula for simple random sampling is as follows:
简单随机抽样的样本量计算公式如下：

in：
在：

n = Required sample size
n = 所需样本量

N = Overall size
N = 总尺寸

Z=Corresponding to the required confidence level
Z=对应于所需的置信水平

p = Expected ratio (if no specific expected ratio is specified, it is generally assumed to be 0.5)
p = 预期比率（如果没有指定具体的预期比率，一般假设为 0.5）

E = Allowable error (i.e. error range)
E = 允许误差（即误差范围）

Study parameters：
研究参数：

Overall size（N）：A has 618 employees
总规模（N）：A有618名员工

Confidence level：95%，The corresponding Z value is 1.96
置信水平：95%，对应的Z值为1.96

Allowable error（E）：5%（0.05）
容许误差（E）：5%（0.05）

Expected ratio（p）：0.5
预期比率（p）：0.5

Substituting the above parameters into the formula, the sample size is calculated to be 237.135, which is an integer of 238.
将上述参数代入公式中，计算出样本量为 237.135，即 238 的整数。

Tinsely (1987) pointed out that each item requires 5 subjects, that is, the sample size is 5 times the number of indicators. Now, combined with the number of scales in 3.3 questionnaire design, the number of scale questions is determined to be 54. The sample size is equal to 54*5=270
Tinsely（1987）指出，每个项目需要5个受试者，即样本量是指标数量的5倍。现在，结合3.3问卷设计中的量表数量，确定量表问题的数量为54个。样本数量等于 54*5=270

In summary, in order to ensure the validity of the research and the excellent verification effect of the data on the verification results, the sample size is 300 based on the combination of the two sampling methods.
综上所述，为保证研究的有效性和数据对验证结果的优良验证效果，基于两种抽样方法相结合的样本量为300个。

3.3 Research Instruments
3.3 研究仪器

The following three sections make up the majority of the questionnaire:
以下三个部分构成了调查问卷的大部分：

1. The directions for filling out the questionnaire, which primarily provide the respondents with an overview of the questionnaire's content and purpose as well as guidance on how to fill it out accurately. This section of the questionnaire, which aims to increase its effectiveness, assures respondents that their information will only be utilized for academic study and under no circumstances will it be sold. In order to safeguard respondents' privacy and allow them to react with confidence, it is filled out anonymously.
1. 填写问卷的说明，主要为受访者提供问卷内容和目的的概述，以及如何准确填写问卷的指导。调查问卷的这一部分旨在提高调查问卷的有效性，向受访者保证，他们的信息将仅用于学术研究，在任何情况下都不会出售。为了保护受访者的隐私并让他们能够自信地做出反应，它以匿名方式填写。

2. Basic employee data: In this section, the respondents' personal data is primarily investigated in a basic manner as a control variable for empirical analysis. The primary information requested in this questionnaire is the respondents' age, gender, marital status, degree of education, duration of service, and position. The six elements of compensation management—wage, allowance, pension, possibilities for professional advancement, work environment, and work-life balance—are among the important factors assessed in this article. Task performance and relationship performance are the two aspects of job performance, while emotional, behavioral, and cognitive engagement are the three dimensions of employee engagement. There are 54 elements in all, including 28 on pay management, 18 on employee engagement, and 8 on job performance.
2.员工基本数据：本节主要以基本方式调查被调查者的个人数据，作为实证分析的控制变量。本调查问卷要求提供的主要信息是受访者的年龄、性别、婚姻状况、教育程度、服务期限和职位。薪酬管理的六个要素——工资、津贴、养老金、职业发展的可能性、工作环境和工作与生活的平衡——是本文评估的重要因素之一。任务绩效和关系绩效是工作绩效的两个方面，而情感、行为和认知参与是员工敬业度的三个维度。总共有 54 个要素，其中 28 个是关于薪酬管理的，18 个是关于员工敬业度的，8 个是关于工作绩效的。

3.3．1 Questionnaire filling instructions
3.3.1 问卷填写说明

Dear Ms./Mr.: Hello! In order to study the relationship between salary management, job engagement and job performance, this questionnaire is specially prepared. We hope that you can answer the questions according to your own experience and ideas. The questionnaire is anonymous and will not have any impact on your work. It is only for research needs and not for any commercial research. Thank you very much for filling out this questionnaire in your busy schedule! Please read the following questions carefully and choose the answer according to the actual situation. All questions are single-choice.
尊敬的女士/先生： 您好！为了研究薪酬管理、工作敬业度和工作绩效之间的关系，本调查问卷特编制。我们希望您能根据自己的经验和想法来回答这些问题。问卷是匿名的，不会对您的工作产生任何影响。它仅用于研究需求，不用于任何商业研究。非常感谢您在百忙之中填写此问卷！请仔细阅读以下问题，并根据实际情况选择答案。所有问题均为单选题。

3.3．2 Basic information of employees
3.3.2 员工基本情况

1. What is your gender? A. Male B. Female
1. 你的性别是什么？A. 男性 B. 女性

2. What is your age? A. 18-25 years old B. 25-35 years old C. 35-45 years old D. Over 45 years old
2. 你的年龄是多少？A. 18-25岁 B. 25-35岁 C. 35-45岁 D.45岁以上

3. What is your marital status? A. Single B. Married
3. 你的婚姻状况如何？A. 单身 B. 已婚

4. What is your education level? A. High school and below B. College C. Undergraduate D Graduate and above
4. 你的教育水平如何？A. 高中及以下 B. 大专 C. 本科 D 研究生及以上

5. How many years have you worked? A. 3 years and below B. 3-5 years C. 5-10 years D. More than 10 years
5. 你工作了多少年？A. 3岁及以下 B. 3-5岁 C. 5-10岁 D.超过10年

6. What is your job position? A. Ordinary employee C. Grassroots manager D. Middle and senior managers
6. 你的工作职位是什么？A.普通员工 C.基层管理人员 D.中高层管理人员

3.3．3 Key variables
3.3.3 关键变量

All scales in this study were designed with Likert scale scoring options, namely strongly agree (5 points), agree (4 points), uncertain (4 points), disagree (2 points) and strongly disagree (1 point).
本研究中的所有量表均设计有李克特量表评分选项，即非常同意（5 分）、同意（4 分）、不确定（4 分）、不同意（2 分）和非常不同意（1 分）。

Compensation management is the independent variable of the conceptual model of this study. This study refers to the research conducted by Armstrong, M. (2012) in the direction of compensation management. Combined with the actual situation of this study, the following scale is designed. This scale has a total of 28 items.
薪酬管理是本研究概念模型的自变量。本研究参考了Armstrong， M.（2012）在薪酬管理方向上进行的研究。结合本研究的实际情况，设计了以下尺度。该量表共有 28 个项目。

Table 3.1 Measurement scale for compensation management
表3.1 薪酬管理的计量尺度

Employee engagement is the mediating variable of the conceptual model of this study. It is measured by the employee engagement scale developed by Rich (2010) based on Kahn's (1990) engagement conceptual framework. The 18 items are composed of cognitive engagement, emotional engagement, and behavioral engagement. The reasons for choosing this scale are: first, the empirical research of Rich (2010) shows that the scale has good reliability and validity, revealing that employee engagement is an independent and stable construct. Second, the scale developed by Rich (2010) is based on rigorous theoretical analysis and well reflects Kahn's (1990) explanation of the essence of the concept of engagement.
员工敬业度是本研究概念模型的中介变量。它是通过Rich（2010）根据Kahn（1990）的敬业度概念框架开发的员工敬业度量表来衡量的。这 18 个项目由认知参与、情感参与和行为参与组成。选择该量表的原因有：首先，Rich（2010）的实证研究表明，该量表具有良好的信效度和效度，揭示了员工敬业度是一个独立且稳定的结构。其次，Rich（2010）开发的量表基于严谨的理论分析，很好地反映了Kahn（1990）对参与概念本质的解释。

Table 3.2 Measurement scale for employee engagement
表 3.2 员工敬业度的衡量尺度

Job performance is the dependent variable of the conceptual framework of this study. The scale draws on the measurement items of employee job performance used by Huang Li, Chen Weizheng and others (2015), and is modified accordingly based on the research characteristics and interview situation of this article. A total of 8 questions are used to measure task performance and relationship performance.
工作绩效是本研究概念框架的因变量。该量表借鉴了黄力、陈伟正等（2015）采用的员工工作绩效衡量项目，并根据本文的研究特点和访谈情境进行了相应修改。总共使用 8 个问题来衡量任务绩效和关系绩效。

Table 3.3 Measurement scale for job performance
表 3.3 工作绩效的衡量尺度

3.4 Data Collection
3.4 数据收集

This study will use a questionnaire survey method, combining online and offline methods, mainly collecting data online through the questionnaire star, and for those who are not good at using electronic tools, the method of distributing questionnaires on-site at Company A will be adopted to collect information offline. Accurately capture information about ZF Company's salary management, employee engagement, and work performance.
本研究将采用问卷调查法，线上线下相结合的方法，主要通过问卷星在线收集数据，对于不善于使用电子工具的人，将采用在A公司现场分发问卷的方法，线下收集信息。准确捕获有关采埃孚公司的薪资管理、员工敬业度和工作绩效的信息。

3.5 Data Analysis
3.5 数据分析

According to the research hypothesis, the data collected using the questionnaire are analyzed and processed with appropriate statistical methods, and the results of the statistical analysis are explained and discussed. The data analysis tools used in this study include excel, questionnaire star, and other statistic software.
根据研究假设，使用问卷收集的数据采用适当的统计方法进行分析和处理，并对统计分析的结果进行解释和讨论。本研究使用的数据分析工具包括excel、问卷星等统计软件。

The analysis includes reliability and validity analysis; descriptive statistical analysis conducts preliminary exploration of the data, and conducts descriptive analysis on the characteristics of each research variable to understand the distribution of all samples among each variable; difference analysis, analyzes based on age, length of service Difference analysis between and other influencing factors; correlation analysis, using Pearson correlation analysis and partial correlation analysis to verify the correlation between each influencing factor and the two dimensions of employee engagement; regression analysis to explore the impact of each influencing factor significance; use software to build a structural equation model, analyze and test the mediating impact of employee engagement on salary management and work performance, and finally discuss the analysis results.
分析包括信度和效度分析;描述性统计分析对数据进行初步探索，并对每个研究变量的特征进行描述性分析，以了解所有样本在各个变量中的分布情况;差异分析，根据年龄、服务年限等影响因素进行差异分析;相关性分析，采用Pearson相关分析和偏相关分析，验证各影响因素与员工敬业度两个维度的相关性;回归分析，探讨各影响因素显著性的影响;利用软件构建结构方程模型，分析检验员工敬业度对薪酬管理和工作绩效的中介作用，最后对分析结果进行讨论。

3.5.1 Reliability analysis
3.5.1 可靠性分析

The purpose of reliability analysis is to determine the reliability of a measurement tool, that is, its ability to obtain consistent results in repeated measurements. A common method is to calculate Cronbach's Alpha, which is a statistic based on the consistency between items. Cronbach's Alpha is the most commonly used reliability coefficient and is used to assess the consistency between items in a scale. It is based on the assumption of internal consistency, that is, each item should measure the same underlying construct. Generally speaking, a reliability coefficient greater than 0.8 indicates that the scale has good reliability. A range of 0.7 to 0.8 is acceptable. A range of 0.6 to 0.7 is barely acceptable. Values ​​below 0.6 indicate that the scale needs to be modified. This study selected Cronbach's Alpha to test the reliability of the scale.
可靠性分析的目的是确定测量工具的可靠性，即其在重复测量中获得一致结果的能力。一种常见的方法是计算 Cronbach's Alpha，它是基于项目之间一致性的统计量。Cronbach's Alpha 是最常用的可靠性系数，用于评估量表中项目之间的一致性。它基于内部一致性的假设，即每个项目都应测量相同的基本结构。一般来说，可靠性系数大于0.8表明秤具有良好的可靠性。0.7 到 0.8 的范围是可以接受的。0.6 到 0.7 的范围几乎是可以接受的。小于 0.6 的值表示需要修改刻度。本研究选择Cronbach's Alpha来测试量表的可靠性。

3.5.2 Validity Analysis
3.5.2 有效性分析

Validity refers to the accuracy of data measurement. Factor analysis is the most ideal validity analysis method at present, because it can only measure the percentage of variation of the entire scale explained by the validity analysis process and its validity items. This study mainly uses the KMO (Kaiser Meyer Olkin) test. The KMO statistic ranges from 0 to 1.
有效性是指数据测量的准确性。因子分析是目前最理想的效度分析方法，因为它只能衡量效度分析过程及其效度项目所解释的整个尺度的变异百分比。本研究主要使用KMO（Kaiser Meyer Olkin）检验。KMO 统计信息的范围为 0 到 1。

3.5.3 Descriptive analysis
3.5.3 描述性分析

Through descriptive statistical analysis, we can understand the basic situation of various influencing factors and salary satisfaction of the respondents. Descriptive statistical analysis mainly uses statistical indicators such as percentage mean and standard deviation.
通过描述性统计分析，可以了解被调查对象各种影响因素的基本情况和薪资满意度。描述性统计分析主要使用百分比均值和标准差等统计指标。

3.5.4 Differential analysis
3.5.4 差异分析

The main purpose of differential analysis is to compare means, frequencies, or other statistics between different groups to determine whether there are significant differences. Difference analysis methods include independent samples t-test, one-way ANOVA and chi-square test. Chi-square value: used to test significant differences in frequency distributions. p-value: significance level, p < 0.05 indicates significant difference in frequency distribution. Used to test differences in factors such as age and gender.
差异分析的主要目的是比较不同组之间的均值、频率或其他统计量，以确定是否存在显著差异。差异分析方法包括独立样本 t 检验、单因素方差分析和卡方检验。卡方值：用于检验频率分布的显著差异。P 值：显著性水平，P < 0.05 表示频率分布差异显著。用于检验年龄和性别等因素的差异。

3.5.5 Correlation analysis
3.5.5 相关性分析

Correlation analysis is used to study the degree of correlation between variables. The statistic that describes this degree of correlation is called the correlation coefficient, and the Pearson coefficient is generally used. The purpose of this study to conduct correlation analysis is to verify whether there is a correlation between employee engagement and salary management and work performance, and the degree of correlation. Correlation analysis simply describes the relationship between variables, and the direction of influence and the causal relationship between variables cannot be clearly measured.
相关性分析用于研究变量之间的相关程度。描述这种相关性程度的统计量称为相关系数，通常使用皮尔逊系数。本研究进行相关性分析的目的是验证员工敬业度与薪酬管理、工作绩效之间是否存在相关性，以及相关性的程度。相关性分析只是简单地描述变量之间的关系，影响的方向和变量之间的因果关系无法明确度量。

3.5.6 Regression analysis
3.5.6 回归分析

The purpose of regression analysis is to establish a mathematical model to describe the influence of independent variables on dependent variables. Commonly used regression analysis methods include simple linear regression and multiple linear regression. This study uses linear regression to analyze the significance between salary management, employee engagement, and job performance to verify the hypothesis.
回归分析的目的是建立一个数学模型来描述自变量对因变量的影响。常用的回归分析方法包括简单线性回归和多元线性回归。本研究采用线性回归分析薪酬管理、员工敬业度和工作绩效之间的显著性，以验证假设。

Relevant parameters: Regression Coefficient: Indicates the magnitude and direction of the influence of the independent variable on the dependent variable.
相关参数： 回归系数：表示自变量对因变量影响的大小和方向。

Intercept: The intercept of the regression line on the Y-axis.
截距：回归线在 Y 轴上的截距。

Coefficient of determination (R²): Indicates the proportion of the total variation of the dependent variable explained by the model, ranging from 0 to 1. The larger the value, the better the model fitting effect.
决定系数 （R²）：表示模型解释的因变量总变异的比例，范围从 0 到 1。该值越大，模型拟合效果越好。

Significance level (p-value): used to test whether the regression coefficient is significant. p < 0.05 indicates that the regression coefficient is significant.
显著性水平（p 值）：用于检验回归系数是否显著。P < 0.05 表示回归系数显著。

3.5.6 Structural equation modeling
3.5.6 结构方程建模

In order to test the mediating effect of employee engagement, a structural equation model is introduced.
为了检验员工敬业度的中介效应，引入了结构方程模型。

First, draw the structural equation model path diagram, set the relationship between each variable, set the direct path (X -> Y), the intermediate path (X -> M -> Y) and the necessary error terms, and run Model parameters are estimated. Then check the model fitting index to evaluate the suitability of the model. Based on the fit results, necessary modifications and adjustments are made to the model, the mediating effect is tested through the path coefficient and significance level, and the confidence interval of the mediating effect is estimated using the Bootstrap method.
首先，绘制结构方程模型路径图，设置各变量之间的关系，设置直接路径（X -> Y）、中间路径（X -> M -> Y）和必要的误差项，并对运行模型参数进行估计。然后检查模型拟合指数，以评估模型的适宜性。根据拟合结果，对模型进行必要的修改和调整，通过路径系数和显著性水平检验中介效应，并利用Bootstrap方法估计中介效应的置信区间。

Commonly used fitness indicators and their explanations
常用的健身指标及其解释

Chi-Square Test: Definition: Test the fit of the model to the data. Interpretation: p > 0.05 indicates a good model fit, but the test is sensitive to large samples.
卡方检验： 定义： 测试模型与数据的拟合。解释：p > 0.05 表示模型拟合良好，但检验对大样本敏感。

Comparative Fit Index (CFI): Definition: Comparative fit index, with a value between 0 and 1. Interpretation: CFI > 0.90 indicates a good model fit.
比较拟合指数 （CFI）： 定义：比较拟合指数，值介于 0 和 1 之间。解读：CFI > 0.90 表示模型拟合良好。

Adjusted Goodness-of-Fit Index (AGFI): Definition: Adjusted Goodness-of-Fit Index. Explanation: AGFI > 0.90 indicates a good model fit.
调整后的拟合优度指数 （AGFI）： 定义：调整后的拟合优度指数。说明：AGFI > 0.90 表示模型拟合良好。

Root Mean Square Error of Approximation (RMSEA): Definition: Root mean square of the approximation error. Explanation: RMSEA < 0.08 indicates a good model fit.
近似均方根误差 （RMSEA）： 定义：近似误差的均方根。说明：RMSEA < 0.08 表示模型拟合良好。

Standardized Path Coefficient: Definition: The value of the standardized path coefficient. Explanation: Used to compare the relative influence of different paths. Generally, the larger the value, the stronger the influence.
标准化路径系数： 定义：标准化路径系数的值。说明：用于比较不同路径的相对影响。一般来说，数值越大，影响力越强。

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APPENDIX
附录

Questionnaire
问卷

Please tick the corresponding answer options and numbers.
请在相应的答案选项和数字上打勾。

Part I: Basic Personal Information
第一部分：个人信息基本情况

Dear Ms./Mr.:
尊敬的女士/先生：

Hello! In order to study the relationship between salary management, work dedication and work performance, this questionnaire is specially prepared. We hope that you can answer the questions according to your own experience and ideas. The questionnaire is anonymous and will not have any impact on your life. It is only for research needs and not for any commercial research. Thank you very much for filling out this questionnaire in your busy schedule! Please read the following questions carefully and choose the answer according to the actual situation. All questions are single-choice.
你好！为了梳理薪酬管理、敬业精神与工作绩效之间的关系，特编制了本调查问卷。我们希望您能根据自己的经验和想法来回答这些问题。问卷是匿名的，不会对您的生活产生任何影响。它仅用于研究需求，不用于任何商业研究。非常感谢您在百忙之中填写此问卷！请仔细阅读以下问题，并根据实际情况选择答案。所有问题均为单选题。

Basic information of employees
员工基本情况

1. What is your gender? A. Male B. Female
1. 你的性别是什么？A. 男性 B. 女性

2. What is your age? A. 18-25 years old B. 25-35 years old C. 35-45 years old D. Over 45 years old
2. 你的年龄是多少？A. 18-25岁 B. 25-35岁 C. 35-45岁 D.45岁以上

3. What is your marital status? A. Single B. Married
3. 你的婚姻状况如何？A. 单身 B. 已婚

4. What is your education level? A. High school and below B. College C. Undergraduate D Graduate and above
4. 你的教育水平如何？A. 高中及以下 B. 大专 C. 本科 D 研究生及以上

5. How many years have you worked? A.3 years and below B.3-5 years C.5-10 years D.10 years and above
5. 你工作了多少年？A.3岁及以下 B.3-5岁 C.5-10岁 D.10岁及以上

6. What is your job title? A. Ordinary employee C. Grassroots manager D. Middle and senior manager
6. 你的职位是什么？A.普通员工 C.基层管理人员 D.中高层管理人员

Compensation Management Questionnaire
薪酬管理问卷

1. I am satisfied with the company's basic salary level. (1, 2, 3, 4, 5)
1、本人对公司基本工资水平满意。(1, 2, 3, 4, 5)

2. My salary level is consistent with my position in the company. (1, 2, 3, 4, 5)
2、我的薪资水平与我在公司的职位一致。(1, 2, 3, 4, 5)

3. The company's compensation policy is fair and transparent. (1, 2, 3, 4, 5)
3、公司的薪酬政策公平透明。(1, 2, 3, 4, 5)

4. I think my salary level is consistent with my work performance. (1, 2, 3, 4, 5)
4. 我认为我的薪资水平与我的工作表现是一致的。(1, 2, 3, 4, 5)

5. The company regularly adjusts salaries to reflect market changes and employee performance. (1, 2, 3, 4, 5)
5、公司定期调整薪酬，以反映市场变化和员工绩效。(1, 2, 3, 4, 5)

6. The company provides a wide variety of allowances. (1, 2, 3, 4, 5)
6、公司提供种类繁多的津贴。(1, 2, 3, 4, 5)

7. I am satisfied with the transportation allowance provided by the company. (1, 2, 3, 4, 5)
7、本人对公司提供的交通补贴感到满意。(1, 2, 3, 4, 5)

8. The catering allowance provided by the company meets my needs. (1, 2, 3, 4, 5)
8、公司提供的餐饮补贴满足本人需求。(1, 2, 3, 4, 5)

9. I think the company's allowance policy is very helpful to employees. (1, 2, 3, 4, 5)
9、我觉得公司的津贴政策对员工很有帮助。(1, 2, 3, 4, 5)

10. I am satisfied with the housing allowance provided by the company. (1, 2, 3, 4, 5)
10、本人对公司提供的住房补贴感到满意。(1, 2, 3, 4, 5)

11. The pension plan provided by the company meets my expectations. (1, 2, 3, 4, 5)
11、公司提供的养老金计划符合我的期望。(1, 2, 3, 4, 5)

12. I am satisfied with the company's pension plan. (1, 2, 3, 4, 5)
12、我对公司的养老金计划感到满意。(1, 2, 3, 4, 5)

13. The company regularly provides pension-related training and consultation for employees. (1, 2, 3, 4, 5)
13、公司定期为员工提供养老金相关的培训和咨询。(1, 2, 3, 4, 5)

14. I think the company's pension plan can guarantee my retirement life. (1, 2, 3, 4, 5)
14、我认为公司的养老金计划可以保障我的退休生活。(1, 2, 3, 4, 5)

15. The company provides employees with clear career development paths. (1, 2, 3, 4, 5)
15、公司为员工提供清晰的职业发展路径。(1, 2, 3, 4, 5)

16. I am satisfied with the company's training and development opportunities. (1, 2, 3, 4, 5)
16. 我对公司的培训和发展机会感到满意。(1, 2, 3, 4, 5)

17. The company provides internal promotion opportunities for employees. (1, 2, 3, 4, 5)
17、公司为员工提供内部晋升机会。(1, 2, 3, 4, 5)

18. I think the company values ​​the career development of employees. (1, 2, 3, 4, 5)
18. 我认为公司重视员工的职业发展。(1, 2, 3, 4, 5)

19. The company regularly provides career development planning and guidance to employees. (1, 2, 3, 4, 5)
19、公司定期对员工进行职业发展规划和指导。(1, 2, 3, 4, 5)

20. I am satisfied with the company's working environment. (1, 2, 3, 4, 5)
20、本人对公司的工作环境满意。(1, 2, 3, 4, 5)

21. The company's working environment helps to improve my work efficiency. (1, 2, 3, 4, 5)
21、公司的工作环境有助于提高我的工作效率。(1, 2, 3, 4, 5)

22. The company provides comfortable working facilities. (1, 2, 3, 4, 5)
22、公司提供舒适的工作设施。(1, 2, 3, 4, 5)

23. I think the company's working environment is safe and hygienic. (1, 2, 3, 4, 5)
23. 我认为公司的工作环境是安全卫生的。(1, 2, 3, 4, 5)

24. The company values ​​the improvement of the working environment and employee feedback. (1, 2, 3, 4, 5)
24、公司重视工作环境的改善和员工的反馈。(1, 2, 3, 4, 5)

25. The company supports employees' work-life balance. (1, 2, 3, 4, 5)
25. 公司支持员工工作与生活的平衡。(1, 2, 3, 4, 5)

26. I am able to find a balance between work and family life. (1, 2, 3, 4, 5)
26. 我能够在工作和家庭生活之间找到平衡。(1, 2, 3, 4, 5)

27. The company offers flexible work schedules. (1, 2, 3, 4, 5)
27. 公司提供灵活的工作时间表。(1, 2, 3, 4, 5)

28. I feel the company's vacation policy is reasonable. (1, 2, 3, 4, 5)
28、我觉得公司的休假政策是合理的。(1, 2, 3, 4, 5)

Employee Engagement Questionnaire
员工敬业度问卷

1. I am passionate about my work. (1, 2, 3, 4, 5)
1. 我对我的工作充满热情。(1, 2, 3, 4, 5)

2. I feel emotionally excited while working. (1, 2, 3, 4, 5)
2. 我在工作时感到情绪激动。(1, 2, 3, 4, 5)

3. I am proud of my work. (1, 2, 3, 4, 5)
3. 我为我的工作感到自豪。(1, 2, 3, 4, 5)

4. I am interested in my work. (1, 2, 3, 4, 5)
4. 我对我的工作感兴趣。(1, 2, 3, 4, 5)

5. I am positive about my work. (1, 2, 3, 4, 5)
5. 我对自己的工作持积极态度。(1, 2, 3, 4, 5)

6. I am excited about my work. (1, 2, 3, 4, 5)
6. 我对我的工作感到兴奋。(1, 2, 3, 4, 5)

7. I work hard. (1, 2, 3, 4, 5)
7. 我努力工作。(1, 2, 3, 4, 5)

8. I put all my efforts into my work. (1, 2, 3, 4, 5)
8. 我把所有的努力都投入到我的工作中。(1, 2, 3, 4, 5)

9. I devote a lot of energy to my work. (1, 2, 3, 4, 5)
9. 我把很多精力都投入到工作上。(1, 2, 3, 4, 5)

10. I try my best to perform well at my job. (1, 2, 3, 4, 5)
10. 我尽最大努力在工作中表现出色。(1, 2, 3, 4, 5)

11. I try my best to complete my work. (1, 2, 3, 4, 5)
11. 我尽我所能完成我的工作。(1, 2, 3, 4, 5)

12. I put a lot of energy into my work. (1, 2, 3, 4, 5)
12. 我在工作中投入了很多精力。(1, 2, 3, 4, 5)

13. I focus my mind on my work. (1, 2, 3, 4, 5)
13. 我把注意力集中在我的工作上。(1, 2, 3, 4, 5)

14. I pay close attention to my work. (1, 2, 3, 4, 5)
14. 我密切关注我的工作。(1, 2, 3, 4, 5)

15. When I work, I am obsessed with my work. (1, 2, 3, 4, 5)
15.当我工作时，我痴迷于我的工作。(1, 2, 3, 4, 5)

16. When I work, I immerse myself in my work. (1, 2, 3, 4, 5)
16. 当我工作时，我沉浸在我的工作中。(1, 2, 3, 4, 5)

17. I concentrate my attention on my work. (1, 2, 3, 4, 5)
17. 我把注意力集中在我的工作上。(1, 2, 3, 4, 5)

18. I put a lot of effort into my work. (1, 2, 3, 4, 5)
18. 我在工作上付出了很多努力。(1, 2, 3, 4, 5)

Work Performance Questionnaire
工作表现问卷

1. The amount of work I do is above average. (1, 2, 3, 4, 5)
1. 我的工作量高于平均水平。(1, 2, 3, 4, 5)

2. The quality of my work is much higher than average. (1, 2, 3, 4, 5)
2. 我的工作质量远高于平均水平。(1, 2, 3, 4, 5)

3. My work efficiency is much higher than average. (1, 2, 3, 4, 5)
3. 我的工作效率远高于平均水平。(1, 2, 3, 4, 5)

4. I strive to complete high-quality work that exceeds requirements. (1, 2, 3, 4, 5)
4、努力完成超出要求的高质量工作。(1, 2, 3, 4, 5)

5. When my colleagues succeed, I always give them sincere praise. (1, 2, 3, 4, 5)
5、当我的同事们成功时，我总是给予他们真诚的表扬。(1, 2, 3, 4, 5)

6. When my colleagues encounter personal/family difficulties, I always give them support or encouragement. (1, 2, 3, 4, 5)
6. 当我的同事遇到个人/家庭困难时，我总是给予他们支持或鼓励。(1, 2, 3, 4, 5)

7. I always talk only about things that are beneficial to my colleagues or the group. (1, 2, 3, 4, 5)
7. 我总是只谈论对我的同事或团队有益的事情。(1, 2, 3, 4, 5)

8. I often encourage my colleagues to eliminate barriers and get along with each other in a friendly manner. (1, 2, 3, 4, 5)
8. 我经常鼓励同事们消除障碍，以友好的方式相处。(1, 2, 3, 4, 5)