Middle Management of Zlts An Empirical Study of The Relationship Between Pay-For-Performance Intensity and Work Engagement

The purpose of this study is to investigate the relationship between pay-for-performance intensity and work engagement among middle managers in zlts company. Through an empirical study of middle managers in this company, we hope to identify the positive or negative relationship between pay for performance intensity and work engagement and further analyse the factors that influence this relationship. This study adopts a quantitative research method by collecting relevant data and statistically analysing them in order to verify the relationship between pay-for-performance intensity and work commitment. The subjects of the study are middle managers of zlts company, who have important responsibilities and authority in the company and contribute to the company's performance. The results of the study show that there is a certain positive relationship between performance pay intensity and work engagement in zlts companies. That is, the higher the intensity of performance pay, the greater the work engagement of middle managers. This may be due to the fact that high performance pay provides incentives to motivate managers to put more effort into their work in order to achieve better performance. In addition, we identified a number of factors that influence the relationship between pay-for-performance intensity and work engagement. Among these, factors such as company culture, leadership style, and work environment may have an impact on this relationship. For example, middle managers are more likely to show better work engagement if the company focuses on rewarding performance and providing a good work environment and incentive system. The results of this study have important implications for human resource management in zlts company. By understanding the relationship between pay-for-performance intensity and work engagement, the company can better design incentive systems and management strategies to promote work engagement and performance improvement among middle managers.