【作者】 刘辉；

【导师】 潘柳燕；

【作者基本信息】 广西大学 ， 教育经济与管理， 2008， 硕士

【摘要】 高校的发展实践表明,一所大学的水平,取决于学科水平,而学科水平的高低是通过师资队伍水平来反映。只要高校吸引并建立一流的师资队伍,科研项目、科研学科基地等等都可以由小到大、由弱到强地发展起来。因此,高校之间品牌竞争的核心内容是高水平师资队伍的建立和发展,即建立一个良好的教师激励机制、吸引优秀教师人才、加强和提高教师的整体素质从而形成高水平师资队伍是每一所高校持续发展并取得竞争优势的关键。目前,在日益激烈的市场竞争中欠发达地区高校与发达地区高校相比在学术水平和管理水平的差距有越拉越大的趋势,受到广泛批评的主要症结在于欠发达地区高校教师的薪酬制度即高校教师的薪酬激励机制,其他配套激励制度也需要改进。由于历史积累的人才差距问题以及极难引进已有名气的教授专家,欠发达地区高校建立有效的教师薪酬激励机制吸引优秀的青年教师人才以增强师资力量,以便在日益激烈的高校竞争中获取后发优势已显得迫在眉睫。本文借鉴现代企业激励理论的思想和原理,并在具体薪酬制度设计模型中借鉴西方国家著名高校以及发达地区部分独立职业技术学院在薪酬制度设计上的一些成功经验,开创性提出欠发达地区高校在每个学院推行以集合受益权计划为核心的青年教师薪酬激励制度的设想。在此基础上,本文参考美国研究企业高管激励的著名学者Richard Lambert所提出“确定性等值法”定价模型,设计出欠发达地区高校集合受益权的定价模型和最优行权价模型,以此为核心构建欠发达地区高校青年教师薪酬激励的具体制度模式,并以此为突破口带动学校工作环境、绩效考核制度、福利制度和人事制度的改进。全文共分三个部分。第一部分由第一章和第二章组成。主要论述了选题的背景和意义、文献综述以及研究的方法,还对组织激励的理论基础比如一般框架、绩效评估、薪酬制度和人事制度等等进行了阐述。第二部分由第三章和第四章组成。主要论述了我国高校教师群体的特性和激励机制的一般框架。在此基础,重点论述我国高校青年教师激励机制的现状和具体内容。为建立欠发达地区高校青年教师有效的激励机制,第二部分还对不同地区高校青年教师激励的实践进行对比调查研究。第三部分由第五章组成。结合第二部分的问卷调查结果分析,本部分提出了欠发达地区高校青年教师工作环境、绩效考核制度、薪酬激励制度、福利制度和人事制度的改进设想。更多还原

【Abstract】 Practice of the development of colleges and universities shows that level of a university depends on the level of subjects, and the level of subjects is reflected through the level of teachers. As long as colleges and universities attract and build first-class faculty, the subject of research and academic base will be developed from small to large and from weak to strong. Therefore, the core of competition between different universities is the high-level team of teachers which is be established and developed. Namely, the establishment of a good incentive mechanism for attracting outstanding teachers, and strengthening and improving the overall quality of teachers in order to create high-level team of teacher are sustainable for each university, it is the key to gain competitive advantages.At present, in the increasingly competition of the market the gap of academic and managing level is widened between the Universities and Colleges of underdeveloped regions and the Universities and Colleges of developed regions. The main problem lies in salaries system of the Universities and Colleges of underdeveloped regions, which is the salaries incentive mechanism of teachers. Due to historical accumulation of talent gap, the Universities and Colleges of underdeveloped regions establish an effective incentive mechanism for attracting excellent teachers to enhance the teaching force personnel to access to the advantage in the increasingly fierce competition between different colleges, which has become imminent.Referring from the modern corporate incentiving system, this paper put forward the assembling beneficial system for young teachers in the Universities and Colleges of underdeveloped regions. On this basis, this paper refers to the "certainty equivalent" pricing model which is created by Richard Lamber who is renowned scholar of U.S., this paper designs the pricing model and the right price to the optimal model of assembling beneficial system, constructing the salaries system as the core, and improving enviroment of school and performance appraisal system and well-being system and the personnel system.The full text is divided into three parts.The first part is composed of the first chapter and the second chapter. Main topics are the background and significance of the literature and research methods, the general theoretical foundation framework of encouraging organizations, performance evaluation, remuneration system and the personnel system are also discussed.The second part is composed of the third chapter and the fourth chapter. This part discusses the general framework of incentive mechanisms and the identity of teachers of university. On this basis, this part focuses on incentive mechanism of young teachers and specific content of incentive mechanism. Compared investigations about incentive mechanism between underdeveloped areas and developed area are also be discussed.The third part is composed of the fifth Chapter. According to the analysis of the second part, this part puts forword improving plans of enviroment and performance appraisal system and salary incentive system and well-being system and the personnel system.更多还原