【作者】 李妍；

【导师】 秦闻一；

【作者基本信息】 郑州大学 ， 公共管理， 2011， 硕士

【摘要】 随着我国高等教育的快速发展,民办高校逐渐走上历史舞台,成为我国高等教育的重要组成部分。我国民办高校自创立以来,为加快自身发展、吸引优秀人才、保证师资队伍的稳定,对经济性薪酬都较为重视,为教职工提供了较为优厚的待遇,但民办高校的人才流失率仍然远远高于公办高校,不仅不利于师资队伍的稳定,更是严重影响了民办高校的发展。经济性薪酬的增加能够正向促进员工的努力水平和产出,是传统经济激励理论的基本假设之一,而研究如何运用非经济性薪酬,与经济性薪酬一同形成完善的激励机制,是一项具有理论价值和现实意义的研究课题。本文首先分析了我国民办高校对非经济性薪酬的运用。我国民办高校虽然发展较快,但面临的竞争环境却越来越严峻,加上自身人才流失严重,发展前景不容乐观。民办高校的教职工属于知识型员工,具有知识型员工的许多共性,如追求个人成就感与发展空间、具有独立性和自主性等。但与公办高校的教职工相比,他们具有职业风险较大、更加渴望宽松的人际关系和优良的工作环境、迫切需要提高社会认可度等特性。针对民办高校教职工的特点,目前,我国民办高校在运用非经济性薪酬方面做了很多有益的尝试,如增强教职工归属感、进行荣誉激励、勾勒美好愿景、积极进行校园文化建设等。但仍然存在着很多问题,如工作稳定性差、管理模式不完善、晋升具有局限性、工作环境不尽如人意等。根据以上这些情况,对比国外的民办高校在运用非经济性薪酬方面采取的方法,提出了我国民办高校如何加强运用非经济性薪酬的措施,包括：构建家文化、完善管理模式、给教职工提供发展的空间、注重文化建设等。希望通过这些措施,能够在稳定师资队伍、提高工作效率等方面起到一定的作用。更多还原

【Abstract】 With the rapid development of higher education, private higher learning institutions appeared on the stage of history, which become an important part of higher education. Brain drain has been a serious obstacle to the development of these private institutions, though they attach much importance to offering favorable salary and satisfactory material benefits to the staff since their founding. Private institutions still suffer a higher brain drain than the public universities, which is not only disadvantageous to the stability of the staff, but also to the development of these private institutions. Economic pay increase can boost the efforts and output of the employees, and it’s one of the fundamental assumptions in traditional economic motivation theories. However, the study of how to perfect the motivation mechanism with non-economic pay, making it an encouraging supplement to the economic pay, is full of theoretical value and realistic significance.This essay first analyzes the use of non-economic pay in private learning institutions of China. Despite the rapid development of private universities, private institutions face a not so promising future due to the increasingly competitive environment and brain drain. The staffs of the private institutions are knowledge workers, they pursue self-satisfaction, excellent career prospect, independence, autonomy, and things alike. However, compared with staffs of public institutions, they have higher professional risk, and yearn for good interpersonal relations, a more relaxed working environment and social recognition. At present, the private institut ions of China have done some good attempts in non-economic pay, such as, to enhance the sense of belonging of the staff members, to mot ivate the staff with honor, to offer favorable career opportunity and to promote the construction of campus culture, etc. But there are still many problems, like poor job stability, imperfect management, limited career prospects, unsatisfactory working environment and so on.Based on the current situation, comparing to foreign private universities in the use of non-economic approach, this essay proposed some ways of how to use non-economic pay, including:building family culture, perfecting management, providing promising career prospects strengthening cultural construction. Hope that through these measure can play a role in maintaining a stable teaching staff, and improving work efficiency.更多还原