Study On The Civil Servants Organizational Commitment That On The Basis Of Salary Satisfaction

On behalf of our country, the entry-exit inspection and quarantine system carriesinspections and quarantine of entry-exit commodities, animals, plants and people,shouldering the important responsibility of national security, is an administrative organrely on technologies concerning foreign affairs. It is one of our country’s importantwindows involving foreign affairs, plays an important role in promoting theconstruction and development of export-oriented economy in the country. At present,the background of the times is great changes in the global economic integration and thefunctions of the government. How to further stimulate the system of civil service loyaltyto the people and cause, and mobilize the enthusiasm and initiative of work, improvework efficiency has become a focus.As organizational incentive tools, the salary is the important material assets oforganization. The satisfaction of salary is an important index to measure theeffectiveness of compensation system. Organizational commitment is the individualattitude and psychological characteristics to the organization, is an importantorganizational spiritual assets. To maintain the efficient operation of the organization,we must give full play to the spiritual assets while bringing the physical assets into fullplay. However, current research on the civil servants organizational commitment that onthe basis of salary satisfaction is rare.In view of this, this article takes the civil servants of M Entry Exit Inspection andQuarantine Bureau as the research objects, using literature method, interview method,questionnaire survey method and statistical analysis method. Uniting theoretical andempirical research, this article elucidates the relationship between the internal structure of pay satisfaction and organizational commitment as well as two, concludes that salarysatisfaction is5dimensional structure, organizational commitment is4dimensionalstructure, there is a positive correlation and the relationship between the twoconclusions, finds the factors which affect the pay satisfaction mainly focus on thedesign and implementation of link of compensation system, the influence factors oforganizational commitment on organizational commitment mainly concentrated in theunderstanding and practice operation. Finally, to improve the compensation satisfactionand organizational commitment, this article puts forward some countermeasures andsuggestions from three aspects such as improve the operating system of the salarysystem of civil servant.