我国研究型大学教师激励机制研究

发布时间：2018-02-26 12:23

本文关键词： 研究型大学激励机制聘任制　出处：《东北林业大学》2013年硕士论文　论文类型：学位论文

【摘要】：20世纪九十年代,我国提出要建立“研究型大学”,很多高校将研究型大学作为自身的建设目标。研究型大学的师资队伍建设在学校发展建设中处于非常突出的位置,成为我国研究型大学的重要发展战略,在提高师资水平上,在建立以聘用和晋升为主体的人事制度和以工资和福利为核心的薪酬制度上,和建立完善的培训制度建设等方面作了很多努力,也取得了不少成果,使师资水平有了明显提高,提升了教师的工作积极性。由于我国研究型大学激励机制的不足,导致学校对优秀人才从教的吸引力下降,大量人才流失,研究型大学教师队伍受到了很大冲击。面对国际发展新形势,国内高等教育界对研究型大学的激励机制进行了不断的反思,如何推进研究型大学教师激励机制改革,建立高效的激机制成为教育管理者、理论研究者普遍关注的一个热点,更是研究型大学人力资源管理制度构建不可忽视的一个方面。木研究试图从我国研究型大学和研究型大学教师需求特点出发,介绍研究型大学教师激励机制的发展和变化,结合激励理论,提出了一些对研究型大学教师激励机制问题的观点及看法。本研究共分为六个部分：第一部分是绪论,内容包括研究背景和研究意义、国内外研究综述、研究内容和主要的研究方法；第二部分是激励机制、研究型大学及研究型大学教师的概念及相关理论,分别介绍了研究型大学、研究型大学教师及激励机制的内涵等概念；第三部分是对研究型大学现行一些激励制度和制度变迁概况的介绍,分析研究型大学激励机制存在的问题,并寻找产生问题的原因；第四部分介绍了美国、加拿大、日本三国高等院校一些教师激励制度,其对我国研究型大学教师激励机制的构建有很强的借鉴意义。第五部分是是对我国研究型大学教师激励机制构建原则、激励机制框架和激励机制运行模式进行一般意义上的分析,主要包括构建原则、激励机制框架、激励机制运行模式和研究型大学教师绩效考核内容。第六部分是提出我国研究型大学教师激励机制有效运行的具体措施。
[Abstract]:In twentieth Century 90s, China proposed to establish a "research university", many colleges and universities will research universities as its construction target. Research university faculty building in a very prominent position in the development and construction of the school, has become an important development strategy of China's research universities, raise teaching level, in the build up to the hiring and promotion as the main body of the personnel system and to wages and benefits as the core of the salary system, establish and perfect training system construction as well as a lot of hard work, has made a lot of achievements, the teaching level has been significantly improved, enhance the enthusiasm of the teachers.
Due to the lack of research university in our country of the incentive mechanism, leading to the school to teach the talents from the less attractive, a lot of brain drain, research university teachers has received great impact. In the face of the new situation, the incentive mechanism of domestic higher education of universities by constant reflection, how to promote the reform of incentive mechanism of university teachers the establishment of incentive mechanism, high efficiency has become a hot topic of education management, the theory researchers pay attention to, it is a party can not ignore the surface construction of the human resource management system of research university.
Wood research attempts to start from the characteristics of teachers in China Research Universities and research universities, the teachers incentive mechanism of research university's development and changes, combined with motivation theory, put forward some views and opinions on the incentive mechanism of university teachers. This research is divided into six parts: the first part is the introduction, including research background and the research significance, the domestic and foreign research review, research content and research methods; the second part is the incentive mechanism, the concept of research universities and research university teachers and related theory, respectively introduces the research universities, university teachers and the incentive mechanism of the connotation of the concept; the third part is to change some current incentive system of research university and the system overview, analysis of research university incentive mechanism existing problems, and find out the cause of the problem; Fourth Part of the United States, Canada, Japan, the incentive system of colleges teachers, the construction of university teacher incentive mechanism in China has a strong reference. The fifth part is to construct the principle of incentive mechanism of university teachers in our country, the incentive mechanism and incentive mechanism framework of operation is analyzed in general meaning. Mainly includes the construction principle, the incentive mechanism of teacher performance evaluation content framework, operation mode and incentive mechanism of research university. The sixth part is the specific measures of university teachers in China. The effective incentive mechanism

【学位授予单位】：东北林业大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G647.2

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