组织中的薪酬差异受到越来越多的学者关注，研究者们尝试考察薪酬差异与员工绩效之间的关系，但研究结果不统一，且鲜有对其内在情绪机制的研究。为此，本研究将探讨当组织内存在薪酬差异时，员工在与同事进行薪酬比较时的情绪反应，情绪对员工绩效的影响，以及员工的薪酬依据，即薪酬是否基于绩效，在其中所起的调节作用。

本研究采用线上问卷的方式，通过Credamo数据集市在线数据收集平台招募来自全国各地的286名在职员工，对这286名被试的薪酬知识、感知到的薪酬差异、社会比较情绪、薪酬依据、员工绩效进行了测量,并收集了人口学变量。结果表明：首先，横向薪酬差异负向影响员工绩效，纵向薪酬差异对员工绩效无显著影响；其次，向上同化情绪在横向薪酬差异、纵向薪酬差异与员工绩效之间起到中介作用；向下对比情绪在横向薪酬差异、纵向薪酬差异与员工的任务绩效之间起到中介作用；再次，薪酬依据中的绩效薪酬对向上同化情绪与员工任务绩效的关系具有调节作用，具体而言，在高绩效薪酬水平下，向上同化情绪对员工任务绩效的促进作用增强；最后，薪酬依据中的绩效薪酬对薪酬差异通过向上同化情绪对任务绩效的间接关系具有调节作用，表现为在高绩效薪酬水平下，横向薪酬差异通过向上同化情绪对任务绩效的负向影响增强，纵向薪酬差异通过向上同化情绪对任务绩效的正向影响增强。

本研究从社会比较情绪的视角探究了薪酬差异对员工绩效的影响，进一步丰富了薪酬差异领域的研究。

More and more researchers pay attention to the pay dispersion within the organization, researchers try to understand the relationship between pay dispersion and employee performance, but the research results are not uniform, and there are few studies on their internal emotional mechanisms. To this end, this study will explore the emotional response of employees when they comparing pay with colleagues, the impact of emotion on employee performance, and the pay basis, that is, whether pay is based on performance, plays a moderating role in it.

This study uses an online questionnaire method to conduct a survey of 286 employees through the online data collection platform of the Credamo data mart from all over the country, and measured the pay knowledge, perceived pay dispersion, social comparion emotion, pay basis, task performance, and contextual performance of these 286 employees, and demographic variabiles were collected at the same time. The results show that: Firt of all, the horizontal pay dispersion negatively affects employee performance, and the vertical pay dispersion has no significant effect on employee performance; Secondly, upward assimilation emotion plays a mediating role between pay dispersion and employee performance, downward comparison emotion plays a mediating role between pay dispersion and task performance. Thirdly, pay basis has a moderating effect on the relationship between upward assimilation emotion and task performance, specifically, under the high performance-based pay level, upward assimilation emotion has a stronger promoting effect on employee's task performance. Finally, the pay basis has a moderating effect on the indirect relationship between the pay dispersion and the task performance through upward assimilation emotion, which shows that the negative impact of horizontal pay dispersion on the task performance through upward assimilation emotion increased under the high performance-based pay level, and the positive impact of vertical pay dispersion on the task performance through upward assimilation emotion increased under the high performance-based pay level.

This study explores the impact of pay dispersion on employee performance from the perspective of social comparative emotions, which enriched pay dispersion research in the future.