提升高校教师周边绩效的意义及对策

发布时间：2018-04-29 15:03

  本文选题：高校教师 + 周边绩效　； 参考：《中州学刊》2016年11期

【摘要】：周边绩效不是组织的整体绩效,也不能替代任务绩效指标对个体进行考核,但忽视周边绩效的考核是不完整、不客观的,会对组织成员实施积极正向的周边行为、形成健康的组织文化产生负面影响,最终影响组织长远发展。高校教师作为知识型工作者,其周边行为的投入与产出难以用具体的指标进行量化,仅仅用定量的任务绩效指标不足以体现其实际贡献。高校教师周边绩效对高校整体绩效目标的达成以及健康校园文化的形成和高等教育的长远发展等,都有极大的促进作用。应当基于任务绩效和周边绩效的二维绩效观,构建差异化激励模式,规范高校教师周边绩效管理,完善高校动态绩效考核制度,最终推进高校校园文化建设,发挥大学应有的功能。
[Abstract]:The peripheral performance is not the overall performance of the organization, nor can it replace the task performance indicators to assess the individual, but ignoring the peripheral performance evaluation is incomplete and impersonal, and will implement positive positive peripheral behavior to the members of the organization. The formation of healthy organizational culture has a negative impact on the long-term development of the organization. As a knowledge worker, it is difficult for college teachers to quantify the input and output of their peripheral behavior, but it is not enough to use quantitative task performance indicators to reflect their actual contribution. The peripheral performance of college teachers plays a great role in the achievement of the overall performance goal, the formation of healthy campus culture and the long-term development of higher education. Based on the two-dimensional performance view of task performance and peripheral performance, we should build a differentiated incentive model, standardize the performance management around teachers, improve the dynamic performance appraisal system of colleges and universities, and finally promote the construction of campus culture in colleges and universities. Give play to the function that the university should have.
【作者单位】： 云南工业干部学院;昆明理工大学管理与经济学院;
【基金】：国家自然科学基金项目“基于界面管理的创新团队和谐管理机制构建研究”(71263031) 云南省哲学社会科学创新团队支持项目“组织行为与复杂行为决策”(2014CX05) 昆明理工大学人才培养基金资助项目“高校教师工作压力因素辨识与对策研究”(KKSY201408077)
【分类号】：G645.1
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本文编号：1820439