A Study On The Relationship Between Compensation Fairness,Job Burnout And Turnover Intention Of Young Civil Servants In Shanghai

Income distribution problem since ancient times has been the focus of the people and scholars,in recent years,the unfair distribution of income of social members has become a major problem that needs to be solved urgently in our country.Civil servants also think that they are faced with the status quo of income inequality.They think their income is low,while the public think that the civil servants income is too high.Based on the present situation,this research,based on the questionnaire survey,taking the young civil servants in Shanghai as the research object,based on the study of the relationship between the sense of fairness of remuneration and the turnover intention in the past combined with the background of civil servants wage reform,deeply study the relationship between the two.In addition,according to the nature of civil servants,to join the job burnout,this research analyzes the mediating role of job burnout in the sense of compensation fairness and turnover intention.Firstly,based on the theoretical hypothesis,the reliability and validity of the questionnaire were analyzed by pre-survey,and the questionnaire of this study was perfected.Through the analysis of principal component analysis and exploratory factor analysis,the structural dimension of the core concept of compensation fairness,job burnout and turnover intention is established.There are four factors of sense of compensation fairness: external fairness,internal fairness,individual performance fairness and procedural fairness;Job burnout three factors and turnover one factor.Secondly,the effect of demographic information on the variables was analyzed by independent sample T test and single factor ANOVA variance.And then through the correlation analysis,regression analysis and intermediary effect analysis of the data,this research will study the relationship between sense of compensation fairness,job burnout,and turnover intention in detail.Finally,the study was further explored by Supplementary questionnaires.The main conclusions of this paper are as follows:(1)Some demographic variables have significant differences in compensation fairness and turnover intention,such as length of service,job type and administrative level.(2)There is a significant negative correlation between the sense of fairness of compensation and turnover intention,especially the personal performance fairness,procedural fairness.(3)Job burnout is positively related to turnover intention.(4)The sense of fairness of compensation is negatively correlated with job burnout,but there is no significant correlation in some dimensions.(5)Job burnout plays a partial mediating role in the sense of compensation fairness and turnover intention.(6)The closed question of supplementary questionnaire further validates the relationship between compensation fairness and turnover intention,and provides ideas for policy and suggestion later.Finally,according to the empirical results,the author provides constructive suggestions for the perfection of the salary system of civil servants in our country,such as establishing the performance compensation system,establishing the compensation comparison mechanism,establishing the wage classification management system,accelerating the wage legislation,and so on,thereby enhancing the sense of compensation fairness of civil servants,especially young civil servants,reducing job burnout and lowering their turnover tendencies.