贵州大学绩效工资制度改革研究

发布时间：2019-06-26 10:49

【摘要】：2010年我国高校拉开了绩效工资制度改革的序幕,经过多年的实践和探索,在高校收入分配制度改革领域,重点和难点依然集中在绩效工资制度。高校绩效工资制度的有效实施,将推动人才培养、师资队伍建设和科研成果产出的良性发展。但由于我国高校绩效工资制度推行的时间较短,加之制度本身的不完善,导致其在具体的实施过程中出现了不少问题,引发了高校教职工的不满甚至反对,制度的实行遭遇了较大的阻力,影响了改革的推进进程。因此,只有对改革过程中层出不穷的问题逐一进行化解,才能够确保绩效工资制度改革达到预期的目标和效果。本文通过梳理我国高校工资制度的改革历程,对实施绩效工制度改革的背景进行分析,了解我国高校绩效工资制度的实施现状,查找存在的共性问题。以贵州大学作为案例,通过调查问卷的方式,了解贵州大学绩效工资制度的实施状况,找出目前贵州大学绩效工资制度存在的主要问题,运用需要层次理论、双因素理论、公平理论、期望理论等理论工具对问题进行分析,并结合贵州大学的实际情况提出改革建议。希望通过贵州大学的个案研究,能够以小见大、见微知著,为我国高校的绩效工资制度改革提供有益借鉴。
[Abstract]:In 2010, the university opened the prologue of the reform of the performance pay system, and after many years of practice and exploration, the focus and difficulties in the reform of the income distribution system in colleges and universities still focus on the performance pay system. The effective implementation of the university's performance pay system will promote the healthy development of the personnel training, the construction of the teaching staff and the output of the scientific research results. However, because of the short time of the implementation of the system of performance and the imperfection of the system itself, it has caused a lot of problems in the concrete implementation process, which has caused the dissatisfaction and even the opposition of the staff of the university, and the implementation of the system has experienced a great resistance. The process of the reform was affected. Therefore, only one of the problems in the process of reform can be resolved one by one, so that the goal and effect of the reform of the performance pay system can be ensured. In this paper, through the analysis of the reform of the salary system in our country, the paper analyzes the background of the reform of the system of the performance of the university, and finds out the current situation of the performance and pay system in our country, and finds some common problems. Taking the University of Guizhou as a case, through the way of questionnaire, we know the implementation status of the performance salary system of the University, and find out the main problems that exist in the performance salary system of the University, and apply the theory of hierarchy, the two-factor theory and the equity theory. The theory and other theoretical tools are analyzed, and the reform suggestions are put forward in the light of the actual situation of the University of Guizhou. It is hoped that through the case study of the University of Guizhou, it can provide a useful reference for the reform of the performance and pay system of the university in our country.
【学位授予单位】：贵州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G647.5

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