高校长聘教职制度:实践困境与改进策略

发布时间：2018-04-18 20:32

本文选题：长聘教职制度 + 基本属性　；参考：《清华大学教育研究》2017年04期

【摘要】：从制度演变的内在逻辑看,长聘教职制度是由教师群体自发形成的内生型制度,其不仅是高校教师聘任和激励制度,而且是一种市场筛选和选拔制度、资源配置制度、社会分层制度、职业安全制度。中国高校长聘教职制度的当下困境主要表现在:政府对高等学校单位属性的规定以及教师身份定位把长聘教职制度的推进锁定于"编制管理"的路径依赖之中,不完全学术劳动力市场内部缺乏竞争性、外部缺乏独立性和开放性,传统制度的保守性、排他性形成强大改革阻力等。深化高校事业单位编制改革,营造长聘教职制度改革的外部环境,建立完善的学术劳动力市场,形成多样化的学术聘任方式是破解长聘教职制度之惑的可能途径。
[Abstract]:From the internal logic of the evolution of the system, the long-appointed teaching post system is an endogenous system formed spontaneously by the teacher group. It is not only a system of appointing and encouraging teachers in colleges and universities, but also a system of market selection and selection, and a system of resource allocation.Social stratification system, occupational safety system.The current predicament of Chinese high school headmasters' appointment system is mainly reflected in: the government's regulations on the unit attribute of higher education institutions and the orientation of teachers' identity lock the promotion of the system in the path of "establishment management".The incomplete academic labor market lacks the competition inside, the exterior lacks the independence and openness, the traditional system is conservative, the exclusiveness forms the formidable reform resistance and so on.To deepen the reform of the institution of higher learning, to create the external environment for the reform of the system, to establish a perfect academic labor market and to form a variety of ways of academic appointment are the possible ways to solve the confusion of the system.
【作者单位】：武汉理工大学教育科学研究院;
【基金】：国家社科基金(教育学)一般项目“漂移的学术:高校教师流动的影响因素与政策改进策略”(BFA150089)
【分类号】：G647.12

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