公务员薪酬公平感与主观幸福感的相关性研究

发布时间：2019-05-23 05:10

【摘要】：近年来,社会公平问题受到各界的广泛关注,而公务员的薪酬公平则是实现社会公平中的重要一环。同时,主观幸福感也是人们密切关注的问题之一,并被人们广泛运用于管理学研究当中,作为预测工作绩效、员工态度等的重要变量。大量学者通过调查研究发现,主观幸福感的提升对于提高员工绩效、增强组织承诺、降低离职率等有显著的影响,还有学者专门对主观幸福感的影响因素展开调查与研究,从薪酬福利、收入、组织氛围、工作压力、社会支持等多方面进行了归纳,然而从薪酬公平感角度进行考察的实证研究尚不多见。本研究正是从这个角度出发,研究公务员薪酬公平感与主观幸福感的相关性,力求以此为公共部门人力资源管理的发展进言献计。本文采用文献分析与实证分析相结合的方法,通过问卷调查并用SPSS软件进行统计分析,描述统计了公务员薪酬公平感与主观幸福感的现状,研究了性别、年龄、工作年限、级别、收入等人口统计学变量对公务员薪酬公平感与主观幸福感的影响,并考察了公务员薪酬公平感与主观幸福感之间存在的关系。最终得出以下结论：第一、公务员的薪酬公平感得分为3.09分,处于中等水平,在年龄、级别、收入水平指标上,存在显著差异,在性别、工作年限指标上不存在显著差异；第二、公务员的主观幸福感得分为3.49分,处于中等水平,在级别指标上存在显著差异,在性别、年龄、工作年限和收入水平指标上,不存在显著差异；第三、通过对相关分析和回归分析,结果显示公务员的薪酬公平感和主观幸福感有显著的相关性,薪酬公平感中的结果公平、比较公平、程序公平与互动公平四个维度都对主观幸福感有着较强的影响力。根据以上研究结果提出了以下政策建议：一是要突出职位和绩效的作用,实现结果公平；二是要调整薪酬水平与结构,实现比较公平；三是要完善薪酬制度的制定和管理程序,实现程序公平；四是要建立薪酬沟通和反馈机制,实现互动公平。
[Abstract]:In recent years, the problem of social equity has been widely concerned by all walks of life, and the pay equity of civil servants is an important part of the realization of social equity. At the same time, subjective well-being is also one of the problems that people pay close attention to, and is widely used in management research as an important variable to predict job performance, employee attitude and so on. A large number of scholars have found that the improvement of subjective well-being has a significant impact on improving employee performance, enhancing organizational commitment, reducing turnover rate, and so on, and scholars have specially investigated and studied the influencing factors of subjective well-being. This paper sums up from the aspects of salary and welfare, income, organizational atmosphere, work pressure, social support and so on, but there are few empirical studies from the perspective of pay fairness. From this point of view, this study studies the correlation between civil servants' sense of fairness and subjective well-being, and tries to contribute to the development of human resources management in the public sector. This paper uses the method of literature analysis and empirical analysis, through questionnaire survey and SPSS software statistical analysis, describes and counts the status quo of civil servants' sense of fairness and subjective well-being, and studies gender, age and working years. The influence of demographic variables such as grade and income on the sense of pay fairness and subjective well-being of civil servants is investigated, and the relationship between the sense of fairness of civil servants' pay and subjective well-being is investigated. Finally, the following conclusions are drawn: first, the score of pay fairness of civil servants is 3.09, which is in the middle level. There are significant differences in age, grade and income level, but there is no significant difference in gender and working years. Second, the subjective well-being score of civil servants is 3.49, which is at the middle level. There are significant differences in grade indicators, but there are no significant differences in gender, age, working years and income level indicators. Third, through correlation analysis and regression analysis, the results show that there is a significant correlation between civil servants' sense of pay fairness and subjective well-being, and the results in the sense of pay fairness are fair and fair. The four dimensions of procedural fairness and interactive fairness have a strong influence on subjective well-being. According to the above research results, the following policy suggestions are put forward: first, it is necessary to highlight the role of positions and performance to achieve fairness in the results; second, it is necessary to adjust the salary level and structure to achieve more fair; Third, it is necessary to improve the formulation and management procedures of the salary system to achieve procedural fairness, and fourth, to establish compensation communication and feedback mechanism to achieve interactive fairness.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

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