A Research On "Development-oriented" Salary For Army Officers

The analysis of our offficer salary and welfare system and its stage of developmentcharacteristics shows that the military’s salary and welfare system has gone through several types,the “Proterction type”, the “Patience type” and the “Compensation type”. But now is enteringthe“Developmental type”. Compared with the traditional “Compensation type”, the“Developmental type” emphasis on people-oriented and pay more attention to the all-rounddevelopment of the soldiers. The salary and welfare system also should be adapted to theeconomic and social development. Meanwhile, it also stressed from the strategic height of themedium and long term development of the salary and welfare system’s construction andemphasize the function of the salary and welfare system’s expenditure on human capitalinvestment.Through the empirical analysis of the grassroots official’s satisfaction of salary indicatedthat soldier’s age, education degree and serving time make a difference to the evaluation result.The older officials are more satisfied with their salary. But those who have a higher degree areless satisfied with their salary. And those who serving for a long time have a higher evaluation ontheir salary. Also found that the soldiers’ satisfaction of job, commitment of emotion andsatisfaction of salary are related to each other.The officer whole life is divided into working period (22-55years old) and retirementperiod (55-80years old), and separately calculate both of the total income, and the resultsshowed that the retired period’s income higher than the working period. It’s also furtherconfirmed that some scholars’ view about military wage system exist "retired compensatoryeffect". The study also shows that, although additional "workability allowance" for in-servicecadres, but this kind of compensatory effect has been weakened, but the army’s salary system ofcompensatory effect still exist in a certain extent.In order to promote the construction of developmental salary and welfare system, we mustfurther improve the total amount of the "in-service period" salary rate. We must enhance theyounger officer’s satisfaction to the salary and welfare system. We must set up additionalmilitary allowance to promote sodier in an all-around development. Further strengthen the planof military career development and improve the quality of life and happiness index of militaryfamilies.