CAJ | 학술논문

从罗尔斯公平正义理论，包括程序正义、机会平等和合理的差别原则三个方面出发，对我国公务员薪酬制度的公平性困境进行了分析及原因探讨，并在此基础上建议出台公务员薪酬法规、培育中立性的公务员薪酬决策参与主体等措施来实现公务员薪酬制度的程序公正性、机会公平性和差别合理性，从而促进公务员薪酬制度公平性困境的解决，完善我国公务员薪酬制度。
종라이사공평정의이론，포괄정서정의、궤회평등화합리적차별원칙삼개방면출발，대아국공무원신수제도적공평성곤경진행료분석급원인탐토，병재차기출상건의출태공무원신수법규、배육중립성적공무원신수결책삼여주체등조시래실현공무원신수제도적정서공정성、궤회공평성화차별합이성，종이촉진공무원신수제도공평성곤경적해결，완선아국공무원신수제도。
This article quotes Rawls’s j ustice theory which contains principles of procedural j ustice,e-quality of opportunity and reasonable difference to analyze the fairness dilemma on servant salary system and probe the reasons.And this article try to propose the feasible countermeasures,such as make legisla-tion on civil servants salary system,cultivate neutral decision makers of civil servants salary system,to re-alize the principles of procedural j ustice,equality of opportunity and reasonable difference in the process of formulating and managing civil servant salary system.Finally,the purpose which promotes overcoming the fairness dilemma and perfecting the civil servant salary system is hopefully achieved.