【作者】 董明华；

【导师】 崔玉平；

【作者基本信息】 苏州大学 ， 教育经济与管理， 2007， 硕士

【摘要】 高校内部薪酬分配,一方面是对教师工作投入的回报和认可,另一方面就是要对教师的工作起到激励效果。因此,高校内部薪酬分配制度的激励有效性问题是一个非常重要的问题。然而,由于种种原因,我国高校的薪酬分配制度和体系存在着激励低效、激励无效现象,通过改革薪酬分配制度并进行相应的体系建设,来实现对教师更为有效的激励,从而谋取一定资源条件下最优激励效果是一个值得研究的问题。对这一问题的研究,不仅是进一步深化改革和完善高校内部分配机制的需要,同时也是教育管理理论与实践发展的需要。本文综合运用委托代理理论、激励过程理论、现代薪酬理论等理论与方法,较为系统地研究了高校内部薪酬制度的激励有效性问题。本文首先回顾了我国高校内部薪酬分配制度的历史沿革,并对现阶段高校内部薪酬分配制度存在的问题进行归纳和梳理的基础上,分析了当前高校内部薪酬分配制度改革的必要性以及可能性。本文试从过程激励理论的角度,探讨和界定高校激励有效性的评价标准,并利用委托代理理论、信息不对称理论以及博弈论等分析薪酬激励的作用机理,从而得出激励性薪酬的要求。本文认为,薪酬等级宽带化,薪酬结构简单化,薪酬管理多元化,评估、激励与报酬相对应是高校激励性薪酬分配制度的基本要求。在此基础上通过对宽带薪酬及其适应性的分析,引入宽带薪酬分配模式构建有效激励性的薪酬体系。更多还原

【Abstract】 University interior salary, works as the repayment and the approval to the teachers’work on one hand, and on the other hand as the incentive method to teachers. Therefore, the incentive validity of the university interior salary distribution is a very important problem. However, as a result of all sorts of reasons, there exist incentive low effect and invalid phenomenon in university’s salary distribution system. It is deserved to be studied how to realize more effective incentive by reforming salary distribution system and carrying on the corresponding system construction. The research is not only the need to further deepen the reform, and enhance the university interior salary distribution system, but also the need to develop education administration theory and the practice. This article systematically studied the incentive validity of the universities interior salary system using Principle-Agent Theory, the course motivational theory and modern salary theory.This article first reviewed historical evolution of our country universities interior salary distribution system, and analyzed the necessity and possibility of the reform to universities interior salary distribution system based on combing current problems in distribution system. This article tried to discuss evaluation criteria of incentive validity from the course motivational theory, and analyzed incentive mechanism using Principle-Agent Theory, Information Asymmetry Theory and the Game Theory. This article believed that, the salary rank wide band, the salary structure simplification, the salary management multiplication, evaluation, the incentive and the reward correspond to are build the university effective incentive salary distribution system basic requests. Through analyzing the broad-banding salary and its compatibility, the article suggest building valid incentive salary system by introducing the broad-banding salary assignment pattern.更多还原