【摘要】 新时代，高校肩负着人才培养、科学研究、社会服务、文化传承、国际交流合作的重要使命，高校干部必须展现新担当、实现新作为。以波特-劳勒综合激励模型为理论基础，结合党的二十大对干部队伍建设的新要求，构建适合中国高校场景的双循环激励模型。当前，高校干部激励机制存在四个关键转化梗阻，即努力与成效转化的体制机制障碍、绩效与奖励转化的结构性矛盾、奖励与满足转化的文化氛围短板、满足与努力转化的目标协同不足。基于此，高校应从组织认同与价值引领、赋能提质与实践磨砺、多元激励与精准施策、文化浸润与生态构建四个维度完善激励路径，将硬性制度约束与软性文化培育有机融合，为建设堪当民族复兴重任的高素质干部队伍提供理论参考和实践方案。更多还原

【Abstract】 In the new era, higher education institutions shoulder the critical missions of talent cultivation, scientific research, social services, cultural inheritance, and international exchange and cooperation,requiring university cadres to demonstrate renewed commitment and achieve new performance. Based on the Porter-Lawler comprehensive incentive model and combined with the new requirements for cadre team construction put forward at the 20th National Congress of the Communist Party of China, a dual-cycle incentive model tailored to the context of Chinese universities has been constructed. At present, there exist four key transformation blockages in the incentive mechanism for university cadres: institutional obstacles in the transformation from effort to effectiveness, structural contradictions in the transformation from performance to rewards, deficiencies in cultural atmosphere for the transformation from rewards to satisfaction, and insufficient goal alignment in the transformation from satisfaction to renewed effort.Accordingly, pathways for improvement are proposed from four dimensions: organizational identification and value guidance, empowerment and competency enhancement through practical experience, diversified incentives and targeted strategies, and cultural infiltration and ecological construction. By organically integrating rigid institutional constraints with soft cultural cultivation, this study provides theoretical insights and practical solutions for building a high-quality university cadre team capable of undertaking the mission of national rejuvenation.更多还原