【作者】 陈伟；

【导师】 张金隆；

【作者基本信息】 华中科技大学 ， 企业管理， 2009， 博士

【摘要】 高等教育作为中国特色社会主义伟大事业的重要组成部分,伴随着改革开放的历史进程取得了举世瞩目的骄人成就。改革开放30年,高等教育为推进改革开放和社会主义现代化建设提供了强有力的人才保证和智力支撑。正是高校高管人员坚决贯彻中央要求,创造性地开展工作,才使得我国高等教育获得如此巨大的成绩。习近平在第十七次全国高等学校党的建设工作会议上的讲话指出:高校领导班子是高校改革发展的领导者、组织者、推动者,办好社会主义高校,关键是要有一个好的领导班子。在此背景下,如何提高高校高管人员的领导水平和办学治校的能力就成为高校科学发展过程中亟需解决的问题。实践证明,绩效考评对于明确高管人员工作重心,调动其工作积极性,引导其工作方向有着重要作用,一个合理的绩效考评体系将在很大程度上影响着他们的工作积极性,并能区分出高管人员工作的有效性,进而很好的服务于培养锻炼高管人员的目的。因此,绩效考评体系是上级领导部门对高校高管人员管理的核心制度之一。本文首先对研究背景进行了分析,结合高校高管人员的特点和工作环境的特殊性,回顾了绩效评价、DEA理论研究等相关理论,并对论文的结构进行了勾画,对研究方法进行了筛选,为课题的研究奠定了基本的理论基础。接着,本研究对高管人员绩效考评进行了问卷调查分析,从高管人员现状、知识要求、行为能力、个性特征等几个维度进行了实证研究,并通过进一步对比英美等发达国家的现有做法,对我国高校高管人员进行了特征分析,指出了我国高校高管人员在绩效考评方面的比较优势和劣势。在综合调查问卷反馈结果的基础上,分析了高校高管人员绩效考评中所需考虑的主要要素,建立了以德、能、勤、绩等多维度的绩效考评指标。其三,构建了基于DEA的高校高管人员绩效评价模型。首先分析了DEA的基本理论和应用拓展情况,然后介绍了包括CCR、BCC、ST、FG和NEW等在内的常用DEA模型。然后,确定高校高管人员绩效评价的基本思路,提出了基于DEA的高校高管人员绩效评价模型与流程框架。在此框架下,分析了应用DEA方法进行绩效评价的前提条件,指出基于投入产出型的指标选取原则,并在此基础上进行了实证分析。结果表明,DEA工具在各输入输出项权重不确定的情况下,可以有效的评价高管人员工作的相对有效性。其四,提出了改进高校高管人员绩效评价水平的主要对策。通过前文的理论研究,深入分析了高校高管人员工作的内外部环境,从体制政策等层面对建立完善高校高管人员绩效考评体系提出了进一步的建议。为上级领导部门了解我国高校高管人员的现状,制定合理的评价指标体系,有针对性地进行激励奠定基础。最后,对全文进行总结,并提出了需要进一步研究的问题。更多还原

【Abstract】 Recently, most people have generally come to recognize the great achivements which higher education has made during our motherland’s historical process of reform and opening up. In the last 30 years, the attempt by higher education to help reform and opening up has been a tremendous success. During the process, higher education has never stopped supporting our socialist modernization with more and more talents. When we come to talk about this, many people may wonder how higher education could meet such wonderful success. To a great extent, how resolutely an executive in a university could implement the central government’s demand and how they work creatively determines what a score can a university get. At a nationwide meeting on universities’ Party building work, Xi Jinping made a speech and pointed out that university executives were leaders in the way of reform and development for universities, they should also act as organizers and promoters. Whether could we run a socialist university in a scientific way, the key is the ability of university excutives. In practice, many facts have proved that performance evaluation of university executives is always playing a great role. On one hand, it could help them to affirm the focus of their work, on the other hand it could ignite their enthusiasm for work, and also guide the direction of their work. A reasonable performance evaluation system can largely affect their enthusiasm for work. Meanwhile, it can serve the purpose of training and appointments of university executives either.In this paper, an analysis of the research background were stated firstly, combined with the characteristics of university executives and their exceptive working environments. At the same time, the theory related on performance evaluation, DEA research were listed out. Secondly, this study conducted a survey of the performance evaluation on university executives by questionnaire, which covered the following parts: the status quo, knowledge requirements, capacity, personality characteristics. Besides, a further contrast has been made between the Anglo-American and other developed countries. From the research, we summarized the advantages and disadvantages according to the existing data above. Next, on the basis of the consolidated results of the questionnaire, we took main factors into account to build a set of indicators, which comprises some representative factors such as morality, ability, diligence, and achievements. Thirdly, A DEA-based performance evaluation model for university executives was built. In the first part of this chapter, an analysis of the basic theory and application of DEA were introduced, following the introduction of DEA models such as CCR, BCC, ST, FG, and NEW, etc. And then , this part described the DEA-based performance evaluation model for university executives. Under this research, precondition was listed out to be a basis of the following study. and the results show that when input and output items of this model were of uncertainty, it still can evaluate the relative effectiveness of the performance of university executives perfectly. Fourthly, some measures that can help university executives to improve their performance were proposed out. Basing on the earlier theoretical research, this part made a deeply analysis of the working environment of university executives. because the analysis is also based on the policy level, it may also serve as some further suggestions for government in the establishment of comprehensive performance evaluation system for university executives. In a word, it can help the government to have a new perspective on the status of executive masters’s perfomance evaluation, thus they can develop a more reasonable evaluation indicators system aiming at our executive masters. Finally, a summary of the theis was made, and some further research on this field were also listed out.更多还原