高管薪酬与公司业绩之间的关系一直是薪酬制度的研究重点，本文认为两者之间有正向作用，即高管提高公司业绩就会有薪酬的增加，同样，薪酬可以作为公司激励高管提高业绩的方式。而在关注薪酬对业绩的激励效果时，本文认为外部环境的公平性会对两者的相关性有调节作用，本文认为不公平厌恶程度高的企业，其营造的外部环境就越公平，通过对于不同产权性质，不同地区和不同社会责任履行程度的上市公司进行研究，关注不公平厌恶对于薪酬业绩敏感性的影响，发现不公平厌恶程度越高的企业，高管薪酬业绩敏感性越高。

The relationship between executive compensation and corporate performance has always been the focus of the research on the compensation system, and this paper believes that there is a positive effect between them, that is, when executives improve corporate performance, there will be an increase in their compensation. Similarly, compensation can be used as a way for companies to motivate executives to improve performance. While focusing on the incentive effect of compensation on performance, this paper believes that the fairness of the external environment will adjust the correlation between these two factors. This paper believes that enterprises with a high degree of unfair aversion will create a fairer external environment. By studying listed companies with different property rights, different regions and different levels of social responsibility fulfillment, this paper focuses on the impact of unfair aversion on salary performance sensitivity. The results show that the higher the degree of inequity aversion, the higher the sensitivity of executive compensation and performance.