【摘要】 ]通过收入分配制度改革,我国大部分高校确立了岗位绩效工资制度,有效激发了教师的积极性。但绩效、职称评定与工资待遇挂钩的薪酬体系,在某种程度上与高校教师的职业特征尚难以完全匹配。在"双一流"建设推动高校快速发展的同时,高校教师薪酬制度仍存在外部竞争不足、缺乏内部公平性以及难以激发教师活力等问题。高校教师薪酬制度的建构,应符合其社会角色丰富、工作效率难以衡量、工作动机非货币化、人力资本投资高等职业特点。基于竞争性、公平性、激励性三大特性,依据教师的职业特点,高校教师薪酬制度应从薪酬目标、结构以及绩效评价三个方面进行重构,以期完善适合教师发展且符合高校定位的薪酬制度。更多还原

【Abstract】 Through the reform of income distribution system, most colleges and universities in China have established a post performance salary system, which has effectively stimulated the enthusiasm of teachers. However, it is still difficult for the salary system in which performance evaluation and professional title evaluation are linked with salary to fully match the occupational characteristics of college and university teachers to some extent. While the construction of "double first class" promotes the rapid development of colleges and universities, there are still some problems in the college and university teachers’ salary system, such as insufficient external competition, lack of internal fairness and difficulty in stimulating teachers’ vitality. The construction of college and university teachers’ salary system should be in line with the occupational characteristics, such as rich social roles, difficulty in measuring work efficiency, non-monetization of work motivation, and high human capital investment. Based on the three characteristics including competition, fairness and incentive, and according to the occupational characteristics of teachers, the college and university teachers’ salary system should be reconstructed from three aspects including salary target, structure and performance evaluation, so as to improve the salary system suitable for teachers’ development and comply with the positioning of colleges and universities..更多还原