高校教师薪酬结构对工作绩效的影响研究

发布时间：2018-09-03 07:57

【摘要】：对高校教师队伍的管理是其发展战略实现的关键,而高校人力资源管理的核心是合理薪酬结构的构建,合适的薪酬结构对于提升教师的工作绩效是有积极效用的。但是我国高校教师的薪酬结构建设显然已经跟不上高等教育的迅速发展,虽然我国一直在投入对高校教师薪酬制度的建设,在经历过数次历史变迁后,现行的薪酬结构的设置仍旧无法最大程度的调动教师的工作积极性,而在教育发展宏观环境与高等教育院校间的竞争的压力下,如何构建科学合理的薪酬结构,在有限的学校资源与教育投资下发挥出最大效益,来对优秀人才起到吸引和激励的作用,成为了高校教师薪酬制度完善的一大重点。因此,本研究在理论上对相关文献理论进行了归纳分析,系统回顾了本研究相关概念和相互关系的国内外研究成果以及最新的研究发展方向,提出文章研究内容和具体研究方法,进而规划文章的整体技术路线。同时回顾我国高校教师薪酬结构的历史变革,并分析薪酬结构的现状,在进行国内外薪酬结构对比分析基础上得到启示。在探讨高校薪酬结构与工作绩效的影响机理时,加入了组织承诺与组织学习变量的作用,构建了相关变量的传导模型,进一步提出研究假设。通过实证研究的方式进行具体分析,得出各变量之间的相关关系,论证了薪酬结构与高校教师工作绩效显著相关,组织承诺、组织学习与工作绩效存在相关关系,组织承诺与组织学习在薪酬结构与工作绩效间具有部分或完全中间作用,人口统计因素在高校教师工作绩效上存在显著差异得到部分验证,其对工作绩效产生积极作用得到验证。根据所得结论针对性地提出若干参考意见,旨在改进高校目前薪酬结构模式以增强高校教师工作绩效,为高校管理者的相关决策提供依据和理论支持,丰富教育经济学理论,并拓展人力资本理论的研究领域。
[Abstract]:The management of college teachers is the key to the realization of its development strategy, and the core of human resources management is the construction of reasonable salary structure, and the appropriate salary structure has a positive effect on improving the performance of teachers. However, the construction of the salary structure of university teachers in our country has obviously not kept pace with the rapid development of higher education. Although our country has been investing in the construction of the compensation system for university teachers, after several historical changes, The current salary structure is still unable to mobilize teachers' enthusiasm to the greatest extent. However, under the pressure of the macro environment of educational development and the competition between higher education institutions, how to construct a scientific and reasonable salary structure, Under the limited school resources and the education investment, exerts the maximum benefit, plays the role of attracting and encouraging to the outstanding talented person, has become the university teacher salary system consummation one big key. Therefore, in this study, the relevant literature theories are summarized and analyzed theoretically, and the research results of the related concepts and interrelationships are reviewed systematically, as well as the latest research directions. Put forward the research content and specific research methods, and then plan the overall technical route of the article. At the same time, it reviews the historical changes of the salary structure of college teachers in China, analyzes the present situation of the salary structure, and draws inspiration from the comparative analysis of the salary structure at home and abroad. When discussing the influence mechanism of salary structure and job performance in colleges and universities, this paper adds the role of organizational commitment and organizational learning variables, constructs the conduction model of related variables, and puts forward further research hypotheses. Through the concrete analysis of the way of empirical research, the correlation between the variables is obtained, and it is demonstrated that the salary structure is significantly related to the work performance of university teachers, and organizational commitment, organizational learning and job performance are related to each other. Organizational commitment and organizational learning play a partial or complete role in the relationship between salary structure and job performance. The significant differences of demographic factors in the performance of college teachers have been partly verified. Its positive effect on job performance has been verified. Based on the conclusions, this paper puts forward some suggestions, aiming to improve the current salary structure in colleges and universities to enhance the performance of university teachers, to provide the basis and theoretical support for the relevant decisions of university administrators, and to enrich the theory of educational economics. And expand the research field of human capital theory.
【学位授予单位】：湖南师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G647.2

【参考文献】