The Relationship Between Cambodian Civil Servants' Salary And Performance

The civil service is essential to the development of a country.The improvement of civil service system can improve the performance of national public service,reduce national poverty,and accelerate the speed of national economic development.However,in many developing countries,the strength and effect of civil servants' performance of government functions are often unsatisfactory,which is mainly due to the fact that civil servants do not perform the designated tasks and are not responsible for their own actions,coupled with the low efficiency of the civil service management system,resulting in poor quality of public services.In Cambodia,there are many factors that lead to poor performance of civil servants,among which salary is a hot topic.Furthermore,low salary is the main reason for poor performance,but few empirical studies support this view.This study discusses this issue in detail through the empirical analysis of the relationship between the salary and performance of ethnic civil servants in Kampuchea.Since the establishment of Cambodian civil service system in 1979,low salary has always been a feature of civil service pay.In 2009,the average salary of civil servants was 300000 Riels(about 527 yuan)per month.So far,the monthly salary of 1 million Riels(about 1745 yuan)is still lower than the cost of a family's monthly minimum living standard.It can be seen that the gap between the wage level and the cost of living of national civil servants has been widening.The low-income situation of civil servants makes them pay less attention to their work tasks and responsibilities,and transfer their time and energy to other sources of income,including corruption and other part-time jobs.In addition,they may deliberately reduce their efforts to create more performance,or they may think that it is reasonable for low wages to cause underperformance.Therefore,the performance of public services has been greatly affected.Many people believe that the remuneration of Cambodian minority civil servants is closely related to their work performance and has a negative impact on work performance.But so far,this widely accepted view has hardly been verified.By using field research,questionnaire survey and data analysis,this study conducted interviews and questionnaires among a series of stakeholders within the Cambodian government,including central government staff with ethnic identity,managers of education authorities,teachers and principals of ordinary schools,and kampong Cham Province,the province with the largest ethnic population,to prove that pay affects performance One of the most important factors.Specifically,low pay not only affects the performance of civil servants,but also leads to the general dissatisfaction with the specific work of civil servants.The study found that pay incentives in Cambodia have little or no effect on the work of civil servants and do not encourage those who have the ability to perform well.On the contrary,respondents believe that job security or lifelong employment system,social status,reputation,future personal growth and other opportunities as well as professional quality are the main factors of performance incentive.As compensation is the most important factor affecting the performance of civil servants,this study uses incentive theory to study the relationship between compensation and performance,and finds that in addition to expectation theory,incentive theory has a relatively poor fit with the cases of Cambodian minority civil servants.In addition,the researchers also investigated the organizational culture and political performance of Cambodian minority civil servants,and found that these two factors have a significant impact on the performance of civil servants.