【作者】 王哲；

【导师】 万长松；

【作者基本信息】 燕山大学 ， 行政管理， 2012， 硕士

【摘要】 近年来，随着国内、外高校之间竞争的加剧，为了保持学校未来发展的长期优势，就必须要引入竞争机制，在收入分配上实行有差别的工资待遇，以此来不断激发教职工的工作热情。然而，在学校收入日益多元化的今天，要实行绩效工资就必须要建立一套科学的、合理的工资分配体系。只有以科学的理论为基础，才能真正的做到公平，才能使广大教职工以全身心的精力投入到教学工作中来。本文主要采用了规范研究和实证研究相结合，定性研究和定量研究相结合的研究方法，既注重历史资料分析又关注现实情况发展。首先，对绩效工资的相关理论进行了论述。通过对国内外高校绩效工资实施的现状以及取得的成果进行分析，发现国外高校教师绩效工资实施已经成为一种迫切之势，各国都在以各种形式，探寻绩效工资中的激励作用。其次，对我国绩效工资改革的历史分阶段进行了分析。随着高校收入的日益多元化，分配自主权日益扩大，高校作为事业单位的重要组成部分必然要伴随着事业单位绩效工资制改革而不断的发展变化。再次，通过对Y大学现有教师绩效工资实施的现状调查分析，了解到Y大学教师绩效工资实施的基本状况和存在的问题，以及对现有条件下工资发放的满意度，并总结出了Y大学教师的期望收入和现实收入的差距以及今后绩效工资改革的意见和建议。以此为基础上，设计了考核高校教师业绩的基本原则和方法，并为Y大学未来全面实施绩效工资提出了一整套设计方案。更多还原

【Abstract】 In recent years, with domestic and foreign competition among colleges anduniversities, it is necessary to introduce competition in order to maintain long-termadvantage of the school’s future development.The income distribution system ofdifferential wages is to stimulate the work of faculty enthusiasm. However, in today’sincreasingly diverse income schools, to implement pay for performance is necessary toestablish a scientific and rational system of wage distribution, only on the basis ofscientific theory, it is truly fair, and the majority of faculty can make effort into theteaching.In this paper, using a standard combination of research and empirical research,qualitative research and quantitative research methodology combining both focus onhistorical data analysis and focus on real developments.Firstly, the theory of pay for performance are discussed. Analying theimplementation and the results of domestic and foreign universities finds that theimplementation of foreign university teachers merit pay has become a pressing trend,countries are in various forms to explore the incentive pay for performance. Secondly,the reform of China’s history of performance pay in stages analyzed. With the increasingdiversification of university income, distribution of the growing autonomy of collegesand universities as an important part of public institutions must be accompanied bybusiness unit performance wage system reform and continuous development and change.Thirdly, the University of existing teachers through merit pay Y the status ofimplementation of survey analysis, understand the performance of Y university teachersin the implementation of the basic conditions of wages and problems, as well as paymentof wages under the existing conditions of satisfaction, and summed up Y universityteachers’ expectations of income and real income gap between wage reform and opinionsand suggestions of the future performance. On this basis, the performance of universityteachers design assessment of the basic principles and methods, and faculty merit pay Ythe full implementation of the future pay for performance system proposed set of design options.更多还原