| Beginning in 2011, a "new normal" in the Chinese economy, the economic growth rate began to fall, fiscal spending growth slowed, the central and local government debt increases, and accumulation of financial risks. In such a background, the civil servants' pay fairness and pay satisfaction is affected, how the change is the purpose of this study. Salary system design, implement and maintain is an important part of strategic human resource management, especially the compensation standard. Different ways of compensation established suitable for the development of different stages and in different countries. And salary system reform in China is still not perfect, there are some problems. Such as imperfect legal system, policy changes, salary system adaptability is poorer, management is not standard, such as insurance and welfare reform apparent lag. As a result, China's reform of civil servants' pay is still a long way to go!At present, the related research mainly focused on the influence factors about compensation, compensation fairness, relevant policy recommendations, etc., and pay satisfaction is an important index of the compensation reform process in China, there are few studies and especially the relationship between the civil servants' pay fairness and pay satisfaction. Therefore, based on the author of this work needs, this article is to build modern agriculture of Jiangmen city as the research object, the main research Jiangmen civil servants' pay compensation fairness and pay satisfaction, and ultimately to a database of 126 valid questionnaires.From the point of theoretical analysis, pay a sense of fairness from the individual to others as reference, after the input- output than the comparison, when individuals think it is fair to pay, he will be satisfied with the current pay levels, namely on the level of compensation satisfaction. In addition, the individual will also pay structures, such as welfare, pay rate showed satisfaction requirements. The higher the individual's pay satisfaction, he engaged in the work of their enthusiasm is higher. Therefore, compensation fairness will affect pay satisfaction, which in turn affect the behavior of the individual choice.In order to verify the theoretical analysis results, this article through SPSS19.0 software exploratory factor analysis and regression analysis, and the following main conclusions: First, the Jiangmen civil servants' pay level is higher, but there is gap between individuals. Second, Jiangmen, civil service pay levels showed a higher expectation. Third, it is to pay a fair by "I think compared with the unit internal staff, my salary fairness stronger", "I think compared with other industry personnel at the same level, I pay a sense of fairness stronger" and "I feel compared to pay labor input, my salary fairness stronger" three dimensions. Pay satisfaction is composed of four dimensions, namely, "I'm quite satisfied with the current increases speed", "I'm pretty satisfied with the current pay levels", "I'm pretty satisfied with the present welfare" and "I'm quite satisfied with the current salary system". Then, pay fairness and Jiangmen civil servants' pay satisfaction was influenced by education, gender and age influence on Jiangmen civil servants' pay satisfaction didn't pass the significance test. Finally, pay fairness and pay satisfaction has certain relationship between, and pay fair and positive influence on Jiangmen civil servants' pay satisfaction.According to the results of this analysis, this paper puts forward the following Suggestions: first, change the way the determination of compensation standard for civil servants to participate in the compensation system design and management, and an easy to set up long-term and introduce and more accord with the actual remuneration package. Second, the civil service performance and compensation,strict implementation of civil service examination system. And according to the classification, different compensation regulation, establish a flexible mechanism of civil servants' pay. Finally, for a long time and regularly similar salary investigation, understand the expectations of pay of civil servants, timely understanding of civil servants to pay adjustment policy and form for the opinion, as a benchmark to improve civil servants' pay system.In addition, it has some deficiencies in this paper. Fisrt, compensation fairness and pay satisfaction covers many contents, this article develop the scale is not entirely on behalf of the civil service pay fairness and pay satisfaction, how carries on the scientific evaluation is for the future research. Second, Limited to the limitation of the research site, therefore, this article research conclusion has certain reference value in similar area, but the application in the more developed a, second-tier cities such as Guangzhou, north and poor areas need to be careful. Third, it is the policy suggestion of this paper is based on the survey data analysis of this article, combined with my experience, from the survey data and the limitation of my knowledge structure and ability, there is not perfect, to be in a follow-up study to improve. |
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