福建工程学院绩效工资效应研究

发布时间：2018-05-21 03:24

本文选题：高校 + 绩效工资　；参考：《福建师范大学》2014年硕士论文

【摘要】：随着我国经济社会发展进步,高等教育事业蓬勃发展并取得巨大成就。但是,师资力量壮大的速度却没有跟上高等教育发展的步伐,一定程度影响了高等教育人才培养质量。在有限的教师资源和财政情况下,高等院校持续推动教师收入分配制度改革,以此调动教师工作的积极性和创造性,来满足高等教育发展的需要。绩效工资制度陆续在各个高校开始实施,现处于摸索试行阶段,缺乏相应理论指导和可借鉴的实践经验。目前高校绩效工资存在岗位设置不科学、绩效考核制度不完善、激励措施不当等问题,使绩效工资未能产生预期的效应。本文以福建工程学院为案例进行实证研究分析,解决绩效工资的导向和激励效应问题。通过文献研究对薪酬、绩效、绩效工资、高校绩效工资和激励等有关理论进行概念界定及分析。以问卷和访谈等方式调查福建工程学院绩效工资效应情况,对影响绩效工资效应发挥的问题进行原因分析,借鉴国外绩效工资制度经验,从科学设置岗位和制定岗位管理实施方案、合理调整工资分配结构和支付策略、构建科学的绩效评价体系和考核信息反馈机制、提高教师薪酬决策中的参与程度和参与面、加大师资培训经费投入满足教师发展需要等五个方面,提出强化福建工程学院绩效工效应的思路。
[Abstract]:With the development of our country's economy and society, the cause of higher education is booming and has made great achievements. However, the speed of teachers' strength has not kept pace with the development of higher education, which has affected the quality of higher education personnel training to a certain extent. Under the limited teacher resources and financial situation, colleges and universities continue to promote the reform of teachers' income distribution system, so as to arouse the enthusiasm and creativity of teachers' work to meet the needs of the development of higher education. The performance pay system has been implemented in various colleges and universities, and it is in the stage of trial, lacking the corresponding theoretical guidance and practical experience to be used for reference. At present, there are some problems such as unscientific post setting, imperfect performance appraisal system, improper incentive measures and so on, which make the performance pay fail to produce the expected effect. This paper takes Fujian Institute of Engineering as a case study to solve the problem of performance pay orientation and incentive effect. This paper defines and analyzes the related theories of salary, performance wage, performance wage and incentive through literature research. By means of questionnaire and interview, this paper investigates the effect of performance wage in Fujian Institute of Engineering, analyzes the causes of the problems affecting the effect of performance wage, and draws lessons from the experience of foreign performance pay system. From setting up the position scientifically and making the implementation plan of post management, adjusting the salary distribution structure and payment strategy reasonably, constructing the scientific performance evaluation system and the information feedback mechanism of the examination, improving the participation degree and the participation aspect in the teacher's salary decision-making. This paper puts forward the idea of strengthening the effect of performance engineering in Fujian Institute of Engineering by increasing the investment of teacher training to meet the needs of teachers' development.
【学位授予单位】：福建师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：G647.2

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