【摘要】 本文利用浙江大学的数据,讨论奖金激励对高校论文产出的影响。浙大在1999、2003和2005年做了学术激励机制改革,对SCI论文按影响因子大小分区和分等,对在高影响因子的SCI期刊发表论文给予相对更高的奖励。其后,浙江大学教师发表的高水平SCI论文的数量和比例出现显著的增加。进一步分析后发现,浙大学术生产力的提升,并不是由于浙江大学引进了更多"高水平"学者,而是因为激励制度产生了效果。本文的发现,对高校的管理机制改革,有现实指导意义。更多还原

【Abstract】 An increasing number of universities in China have given monetary awards to their professors who successfully publish SCI papers since 1980s.When just implemented,the reward system was not differential because all professors received the same amount of monetary reward regardless of the quality of SCI papers to which they published.To motivate professors to publish high quality SCI papers,many universities modified the equal reward system into a differential reward system so that their professors who can publish papers to high impact factor SCI journals would receive a higher monetary reward than other professors.The purpose of this paper is to investigate whether such a differential reward system is effective at motivating professors in publishing more high impact factor SCI papers. Zhejiang University had experienced such a transformation in their reward systems for SCI paper publications from 1999-2005.Its past experiences give us a very good opportunity to investigate the relationship between different reward systems and SCI paper publication productivity of professors.Professors in Zhejiang University who published a paper in thetop-tier journal Nature or Science in 1999 would receive 70000 yuan or RMB.In contrast,professors publishing other SCI papers would receive 3500 yuan regardless of their quality,such as impact factor.The reward system was modified in 2003 so that professors publishing to Nature or Science would receive 40,000 yuan instead.In contrast,other SCI papers would receive different amounts of monetary rewards.For instance,the authors of SCI papers with impact factor higher than 3.0 would be given 6000 yuan and the other authors of other SCI papers would be given 3500 yuan.The monetary reward system continues to change in 2005.An author of the Nature or Science journal would be given 230,000 yuan.The paper which was published in SCI journal with impact factor less than 1.0,equal or higher than 1.0 but less than 3.0,equal or higher than 3.0 but less than 5.0,equal or higher than 5.0 but less than 10.0,equal or higher than 10.0,would be given 3,500,4,500,5,500,11,000,29,000 yuan,respectively.The paper which was published in top SCI journals in their discipline would be given 7000 yuan.The 2005 monetary reward system was a very significant change. How have professors of Zhejiang University responded to such changes to their monetary reward systems? A database about SCI paper publications of professors in Zhejiang University between 1998 and 2007 indicates that the quantity and percentage of higher impact factor SCI papers are substantially increased under the differential reward system.Our data analysis controls the potential impact of factors such as new faculty with stronger academic backgrounds.For example,the percentage of the SCI papers which were published in SCI journals with impact factor less than1.0 dropped from 53.42 to 53.77% in 2003-2005,to 47.78% in 2006 and 37.75% in 2007.Meanwhile,the percentage of top SCI journal papers increased from 23.16 to 25.55% in 2003-2005,to 27.71% in 2006 and to 34.03% in 2007.The average impact factor of each year’s SCI papers has increased significantly after 2005.These results indicate the new reward system of Zhejiang University has a significantly positive effect on increasing professors’ publication quality and quantity in SCI journals. Some suggestions are given to conclude this paper.Firstly,Zhejiang University’s reward system has a common flaw,which neglects that the differential impact of the average impact factors of journals in different disciplines.Secondly,such reward system may not be necessary if an international peer review system is constructed.Thirdly,knowledge about academic integrity should be imparted across campus.Finally,the research should not be given so much monetary reward that balance of teaching,research and service cannot be maintained.更多还原