基于人性假设的高校教师科研激励机制研究

发布时间：2018-04-17 17:12

本文选题：人性假设 + 高校教师　；参考：《青岛大学》2013年硕士论文

【摘要】：高校教师科研队伍,作为我国自主创新系统中科技产出与知识创造的主力军,是实现国家科技创新体系建设的重要支撑部分,是实现我国科研力量壮大的主力军。有效地激发高校教师的科研积极性,是具有现实意义的重要课题。笔者应用文献法、访谈法、问卷调查法等多种研究方法,结合所学理论知识、近几年来高校教师科研激励问题的相关研究和国外高校科研激励机制经验,对我国高校科研激励机制所存在的问题进行了研究与探讨。最后笔者从多个角度出发,对我国高校科研激励机制的完善提出了建议,以期对我国高校的科研管理有一些参考作用。论文的主要内容如下：前言介绍了课题研究的背景以及理论意义、实践意义,阐述了课题研究的思路、内容、研究方法和我国对教师激励机制研究的概况；第一章界定了科研激励机制的内涵,介绍了人性假设理论和经典激励理论,为建立更加合理的高校教师科研激励机制提供了理论依据；第二章通过分析我国高校教师的角色特点、工作特点以及需求特点,对高校教师人性假设得出一个新的界定；第三章研究了当前我国高校教师的科研奖励总体现状和高校教师对这些科研激励机制的需求度、满意度,发现我国高校科研激励机制存在忽视不同需求、激励形式单一、激励系统不协调、缺乏团队激励、缺乏长效激励机制、科研激励重数量,忽视质量等问题,为最后一张解决问题打下实证基础；第四章研究了主要发达国家的科研激励机制现状,为我国科研激励机制的完善提供了经验和借鉴；第五章在总结以上所有研究的基础上,认为为提高我国高校教师的科研积极性,我国高校应当注意：必须深入了解高校教师的需要结构,根据高校教师不同年龄、性别、职称、学历等所具有的不同需求,坚持“能力”激励、“需要”激励、“长效”激励原则,采用多种激励方式相结合、权变激励机制等方法,制定最有利于激发教师科研积极性的激励机制。
[Abstract]:As the main force of science and technology output and knowledge creation in the independent innovation system of our country, the scientific research team of university teachers is the important support part to realize the construction of the national science and technology innovation system, and the main force to realize the strength of our country's scientific research.It is an important task of practical significance to stimulate the enthusiasm of university teachers in scientific research.The author applies various research methods, such as literature method, interview method, questionnaire survey method and so on, combining with the theoretical knowledge, the relevant research on the scientific research incentive problem of university teachers in recent years and the experience of foreign universities' scientific research incentive mechanism.This paper studies and discusses the problems existing in the incentive mechanism of scientific research in colleges and universities in China.Finally, the author puts forward some suggestions on how to perfect the incentive mechanism of scientific research in colleges and universities from many angles, in order to provide some reference for the management of scientific research in colleges and universities in China.The main contents of the thesis are as follows:The preface introduces the background, theoretical significance and practical significance of the research, expounds the ideas, contents, research methods and the general situation of the research on the incentive mechanism of teachers in China, the first chapter defines the connotation of the incentive mechanism for scientific research.This paper introduces the theory of human nature hypothesis and classical incentive theory, which provides a theoretical basis for the establishment of a more reasonable incentive mechanism for university teachers' scientific research.A new definition of university teachers' human nature hypothesis is drawn. The third chapter studies the overall status of the current scientific research reward of university teachers in China and the degree of demand and satisfaction of university teachers to these scientific research incentive mechanisms.It is found that the incentive mechanism of scientific research in colleges and universities of our country has some problems, such as ignoring different demands, single incentive form, disharmony of incentive system, lack of team motivation, lack of long-effect incentive mechanism, heavy quantity of scientific research incentive, neglect of quality and so on.Chapter four studies the current situation of the scientific research incentive mechanism in the major developed countries, which provides experience and reference for the improvement of the scientific research incentive mechanism in our country.In order to improve the enthusiasm of university teachers in our country, we should pay attention to: we must deeply understand the structure of university teachers' needs, according to the different needs of university teachers' different ages, gender, professional titles, academic qualifications, etc.We should adhere to the principle of "ability", "need" and "long-term effect", adopt the methods of combining various incentive ways and contingent incentive mechanism, and make the most favorable incentive mechanism for stimulating teachers' enthusiasm for scientific research.
【学位授予单位】：青岛大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G644;G647

【引证文献】