THE IMPACT OF OVERALL COMPENSATION SATISFACTION OF UNIVERSITY COUNSELORS ON JOB PERFORMANCE
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Abstract
Improving the performance of college counselors in the new era is a major practical challenge facing universities. This study, based on the Job Demands-Resources (JD-R) model, uses data from 1,009 questionnaire responses across five provinces in China to explore the impact mechanism of overall compensation satisfaction on the job performance of university counselors. The results reveal the following: 1. Overall compensation satisfaction has a significant positive impact on job performance (β = 0.687, p < 0.001). 2. Overall compensation satisfaction significantly enhances counselors’ work engagement (β = 0.613, p < 0.001). 3. Work engagement has a significant positive effect on job performance (β = 0.733, p < 0.001). 4. Work engagement plays a mediating role between overall compensation satisfaction and job performance. 5. Parental leadership moderates the relationship between overall compensation satisfaction and job performance. Based on these findings, the study recommends adopting optimized compensation incentives, establishing a needs-oriented concept of “overall compensation,” enhancing work engagement through multiple channels, and improving the leadership style in student affairs to promote the job performance of university counselors.
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