我们通过问卷调查,对绩效考核系统认同、组织信任与我国高新技术企业员工绩效薪酬偏好关系进行了研究。研究运用结构方程建模方法,通过建构嵌套模型,将其与假设模型进行比较验证。结果表明,绩效考核系统认同的准确性、关联性要素在直接领导信任和同事信任中介下,显著影响员工绩效薪酬偏好,并且直接领导的信任对绩效薪酬偏好的影响效应部分地由同事信任中介发生。 Through questionnaires, we study the relationship between performance appraisal system identification, organizational trust and employee performance pay preference in high-tech enterprises in China. The research uses structural equation modeling method to verify the model by comparing with the hypothetical model by constructing the nested model. The results show that the accuracy of performance appraisal system recognition, the relevance of factors in the direct leadership trust and colleagues trust intermediary significantly affect employee performance pay preference, and the direct leadership of the impact of the impact of trust on the performance pay in part by colleagues trust intermediary .