組織的薪酬與績效關聯性認知對於員工留任意願有正向影響效果，顯示組織的薪酬議題將是影響人才留任的重要因素。然而，過去鮮少有實證研究以跨層次的角度探討薪酬與績效關聯性認知對於員工行為面的影響，多以個體層級的角度討論。人才留任已是全球企業所關注的重要人資議題，其中薪酬因素更是影響員工留任的關鍵，因此本研究深入探討組織的薪酬制度特性對員工行為影響。 本研究針對薪酬與績效關聯性、員工績效與員工留任意願進行一項跨層次調節式中介效果之檢驗，以問卷調查的方式，針對台灣45家企業進行調查。本研究採階層線性模式進行分析，研究結果發現，員工績效在薪酬與績效關聯性認知對於員工留任意願間具有部分的跨層級中介效果，薪酬與績效關聯性認知程度將會正向影響員工績效，進而對員工留任意願產生正向影響效果。此外，薪酬與績效關聯性認知在員工績效與員工留任意願之間，具有跨層級的調節效果。顯示公司的薪酬與績效關聯性認知程度，將會影響高績效人才是否願意續留任於組織中的意願，本研究結果亦與過去相關研究觀點相呼應。 Pay-performance linkage of cognitive have positive effect on employee intent to stay, it showed that pay-performance linkage of cognitive as an important factor for retention. However, little empirical research has addressed that pay-performance linkage of cognitive affect to individual behaviors from cross-level perspective, most of research all discussed in individual level. Retention issue is one of the most important human resources issues in the organization today, and the factor of compensation is also the key for employee retention. Thus, we will examine the relationship between pay-performance linkage of cognitive and employee intent to stay. We examine the relationship among pay-performance linkage of cognitive, employee performance and intent to stay by multilevel moderated mediation models. We collect 604 valid questionnaires of 45 companies from multiple industries, then using HLM to analysis. Results from our studies, employ performance play a role in multilevel mediating of pay-performance linkage of cognitive and intent to stay. Besides, pay-performance linkage of cognitive produces the multilevel moderating effect between employee performance and intent to stay. In this study, it showed that pay-performance linkage of cognitive in organization will affect that high performer would like be stay or not.
