【摘要】 从中国大学校名雷同甚至撞名的现象入手,梳理了中国大学校名的命名原则和改名历史,提出大学校名命名和改名的组织依据。采取内容分析法,选择有代表性的中国大学400强排名为样本,从语义学角度分析中国大学的名称。依托资源基础观、五力模型、管理幅度、人岗匹配模型等组织理论,运用三阶段编码分别归纳了中国大学雷同、撞名现象的背后成因。研究发现:中国大学的校名必须有内在组织能力的内在支撑,这一逻辑符合"资源基础观"的理念;"五力模型"可以帮助大学对标同类高校,寻找到合适的命名思路和发展方向;"管理幅度"有助于大学和主管单位运用管理思维,合理安排管理层级;"人岗匹配模型"有利于大学去选择与自身能力、特色、历史相符的校名,与其办学水平更加契合。更多还原

【Abstract】 Starting from the phenomenon of similar and even same names in Chinese universities,this paper combs the naming principles and renaming history of Chinese universities,and puts forward the organizational basis for naming and renaming universities. The study adopts the content analysis method,and selects the representative Top 400 Chinese universities as a sample to analyze the names of Chinese universities from the perspective of semantics. Relying on organization theories such as the Resource-based View,the Five Force Model,the Span of Management,and the Person Position Fit Model,the three-phase coding is used to summarize the causes behind the phenomenon of similar or same names in Chinese universities. It is found that the name of a Chinese university must be internally supported by its internal organization capabilities and this logic is in line with the concept of a Resourcebased View; the Five Forces Model can help universities benchmark similar universities and find suitable naming ideas and development directions; Span of Management helps universities and competent units to use management thinking and reasonably arrange management levels; Person Position Fit Model helps universities to choose name that are consistent with their abilities,characteristics,and history,and more in line with their level.更多还原