岗位聘任制对高校教师绩效的影响及优化对策研究

【作者】 杨军；

【导师】 曹蓉；

【作者基本信息】 西北大学 ， 行政管理， 2014， 硕士

【摘要】 高校行政管理的重要组成部分包括高校教师队伍的管理,高校教师人事管理不仅关系到高校教师队伍的稳定和发展,其管理水平的高低更事关整个高校人力资源优势的发挥,直接影响到整个高校的教学科研水平和办学质量。高校教师人事制度改革是高校内部行政管理“去行政化”改革的关键节点,是深化高等教育体制改革的必然要求,也是高校可持续发展的客观需要。本文首先对高校教师岗位聘任制度的相关概念作了明确的界定,介绍了高校实施教师岗位聘任制的理论基础及其具体作用,对我国高校教师岗位聘任制改革与发展的情况做了历史性考察,并对各历史阶段高校教师岗位聘任制的不同特点做出评价,在此基础上探讨我国高校教师岗位聘任制改革可能的趋势与方向。从高校教师产出、高校教师行为以及高校教师素质这三个高校教师工作绩效的组成部分入手,从积极影响和消极影响两个方面,探讨实施岗位聘任制对高校教师绩效的影响,并从教师聘任制度设计等方面分析目前我国实施教师岗位聘任制的障碍。有针对性地从深化对岗位聘任制的认识和完善高校教师岗位聘任制度设计等方面探讨了优化我国高校教师岗位聘任制的对策和建议。更多还原

【Abstract】 The teacher management in Colleges and universities is an important part of administrative management is related to the global, andpersonnel management of teachers is not only related to the harmony and stability of teachers in Colleges and universities, the management level but is related to the whole university human resources advantages, directly affect the entire high school’s teaching and scientific research level and teaching quality. The reform of the personnel system of teachers in Colleges and universities is the key node in the internal administrative management "to the administration of the University" reform, is the inevitable requirement of deepening the reform of higher education system, is also the objective need of the sustainable development.Firstly, the concepts related to the appointment system for university teachers job is more clearly defined, explains the implementation of teachers post appointment system and its theoretical basis based on the specific role. And to our country university teacher appointment system reform and development situation of historical study. Review the history of the appointment system reform in Colleges and universities in China, and different characteristics in different historical stages of the teacher employment system of higher education evaluation, on the basis of this trend and direction of reform can post the teacher engagement system in our country. Starting from the part of university teachers, University Teachers’behavior and output quality of college teachers of the three college teachers’ job performance, from the two aspects of positive and negative effect, explore the effect of post appointment system for University Teachers’ performance. Then based on previous post appointment system for University Teachers’ performance, knowledge from teachers, analysis of the two aspects of design system of appointment and further improve the appointment system obstacles in our country at present. Post appointment system for university teachers are perfect analysis of the corresponding above the barrier, targeted from the deepening understanding of position appointment system and improve the system of appointment design two aspects discusses the countermeasure and suggestion to optimize the position appointment system in Colleges and universities in china.更多还原