A Study Of The Relationship Between Civil Servants' Senses Of Salary Fairness And Subjective Happiness

Recently, social equality has attracted wide concern from all walks of life and salary fairness of civil servants is a crucial step of realizing it. Meanwhile, subjective happiness is one of the problems which people pay close attention to and is extensively employed in management research as an important variable of predicting work performance as well as employee attitude. Through the investigation and study, numerous scholars have found that the improvement of subjective happiness exerts obvious effects on boosting work performance, enhancing organizational commitment as well as diminishing the turnover rate. Some other scholars have conducted exclusive researches on the influential factors of subjective happiness and concluded from various aspects including welfare, income, organization atmosphere, working pressure and social support. Nevertheless, the empirical study from the perspective of senses of salary fairness is rare. This thesis discusses the relationship between civil servants' senses of salary fairness and subjective happiness from this aspect exactly to make proposals for human resource management of public sector.This thesis adopts both literature analysis and empirical analysis approaches and dose statistical analysis by SPSS. It describes the current situation of civil servants' senses of salary fairness and subjective happiness in detail, figures out how demographic variables like gender, age, seniority, rank and income affect them as well as inspects their interrelationship. Finally, it has drawn into the following conclusions:Firstly, the score of civil servants'senses of salary fairness is 3.09, being in the medium level. On the indicators of age, rank and income, there exit notable differences while there is no remarkable difference on gender and years of working.Secondly, the score of civil servants' subjective happiness is 3.49, which is of medium. Concerning the indicator of level, discrepancy is evident while differences neither on gender, age, and years of working nor income level do exist.Lastly, by relevant and regression analysis, the results reveal that there is prominent correlation between civil servants' senses of salary fairness and subjective happiness. Furthermore, four dimensions of salary fairness covering outcome, comparison, procedure and interaction all have strong influence on subjective happiness.According to the above results, the thesis puts forward the following policy recommendations:to begin with, the function of position and performance should be highlighted to achieve outcome fairness. Next, adjusting the salary level and structure is for comparison fairness. Thirdly, perfecting the formulation and management process of salary system can attain procedure fairness. In the end, the establishment of salary communication and feedback mechanism bring about interaction fairness.