【摘要】 为应对人工智能(AI)时代对知识服务的颠覆性挑战,高校图书馆的治理模式必须实现从管控型向现代赋能型深刻转变。本研究以近年来山东大学图书馆为激活馆员内生动力而开展的制度设计与改革实践为例,讨论构建一个以馆员为中心,人力资本增值、绩效驱动激励与创新活力孵化三大系统协同运作的赋能型图书馆治理新体系。治理成效表明,山东大学图书馆通过构建“成长有路径、创新有平台、激励有保障”的制度闭环,有效激发了组织活力,显著提升了学术产出与服务能级,为图书馆向智慧化、研究型转型提供了坚实的制度保障。研究还表明,该治理新体系的核心机理在于构建了“成长—创新—激励”的良性循环,其系统性改革、动态性调整与刚柔并济的治理经验,可为国内同行应对时代挑战、重塑核心竞争力提供有价值的理论参考与实践启示。更多还原

【Abstract】 In the era of Artificial Intelligence(AI), university libraries face dual challenges of technological disruption and the obsolescence of internal governance models. Conventional control-oriented governance model often fail to effectively stimulate librarians’ intrinsic motivation and creativity, leaving libraries vulnerable to marginalization amid rapid transformation. Consequently, there is an urgent need to shift from control-based governance paradigm to a modern, empowerment-oriented one. This study aims to construct and elucidate a theoretical model of an empowerment-oriented governance system centered on librarians, using the institutional reform practices of Shandong University Library(SDU Lib) as a case study. The goal is to provide both theoretical references and practical pathways for university libraries to address contemporary challenges and rebuild their core competitiveness. Adopting a qualitative case study methodology, this research systematically analyzes 36 internal governance regulations issued or revised by SDU Lib between 2019 and 2025. The analysis focuses on core policies concerning performance-based compensation and professional title appointments to deconstruct the the system’s top-level design, core structure components, and operational mechanisms. Findings reveal that SDU Lib has constructed an empowerment-oriented governance system composed of three interrelated subsystems that operate synergistically: human capital appreciation, performance-driven incentive, and innovation vitality incubation. Among these, the human capital appreciation subsystem lays the foundation for librarians’ professional development through career-long training pathways and a quantified credit-hour management approach. The performance-driven incentive subsystem employs a dual-track mechanism of “base guarantee + incremental incentives”, precisely motivating librarians through clear job grading and quota-based rewards directly linked to high-quality work that exceeds baseline workloads. The innovation vitality incubation subsystem provides a platform and closed-loop incentives of creativity by establishing innovation teams, offering internal research grants, and closely linking innovation outputs with career advancement opportunities. The system operates with a virtuous cycle of “growth—innovation—incentive”, characterized by systemic integration, dynamic adaptability, and value orientation. The governance system achieves a balance between institutional rigor and humanistic care, resulting in significant enhancements in librarian vitality, academic productivity, and service capacity. The study concludes that an empowerment-oriented governance system is an effective model for university libraries to navigate external environment and stimulate endogenous development. Through systematic institutional design, it establishes a closed-loop structure in which growth has pathways, innovation has platforms, and incentives have guarantees, successfully converting external pressures into internal drivers of organizational evolution. This provides a solid institutional foundation for reshaping libraries’ core competitiveness. The research recommends that peer institutions pursuing governance reform should prioritize systemic reconstruction over fragmented adjustment, establish dynamic mechanisms for policy refinement to achieve agile governance, and adhere to value-led principles. It is crucial to integrate humanistic concern with quantitative drivers to avoid the pitfalls of a metric-oriented distortion. Future evolution of this model should focus on integrating AI literacy into competency frameworks and leveraging AI technologies to enable intelligent governance.更多还原