Improved the compensation system, in addition to attract, retain and motivate talented people to enhance their work efficiency, and can effectively control the organization ''s personnel costs. Perceptions of fair compensation employees not only help to enhance their positive attitude on the organization and performance of foreign and increase their commitment to the organization , thus reducing turnover intention, The organization , the result of employee quit maybe lead to the loss of economic benefits , among which the core business of talent , that is, dysfunctional turnover impact is the huge. In view of this, this study was to explore the core staff of the compensation system is fair and cognition, organizational commitment and impact of dysfunctional turnover intention.
In this study, the core of the case company personnel study, total in 316 copies. The effective response sample is 256 copies. Basing on these effective responses, several quantitative analytical methods are used like the reliability, descriptive statistics, t-test, one way ANOVA, correlation analysis and multiple regression analysis, the result had found following major conclusion:
1.In compensation system design basis, hygiene-based pay on the external equity, internal equity and individual equity both with significant positive impact on; job-based pay on internal equity with significant positive impact. The performance-based pay in the pay communication, interactive and appeal on both a significant positive impact, while the job-based pay is also an interactive and appeal on with significant positive impact.
2.In compensation fair cognition, external equity and individual equity, on the affective commitment and moral commitment with significant positive impact; pay communication on emotional commitment and ethical with significant positive impact.
3.Organizational commitment on dysfunctional turnover intention with significant negative impact .
4.In compensation fair cognition, external equity and individual equity on dysfunctional turnover intention with significant negative impact, pay communication and the appeal on dysfunctional turnover intention with significant negative impact.