中美高校教师聘任制比较研究

发布时间：2018-06-09 02:11

本文选题：高校教师 + 聘任制　；参考：《新疆大学》2012年硕士论文

【摘要】：自1986年我国提出实行专业技术职务聘任制度以来,高校教师聘任制改革己历经二十余载。但是,我国高校人事管理并未真正实现从“身份管理”向“岗位管理”的转变,“职务终身”、“论资排辈”、“近亲繁殖”等现象依然普遍存在。因此,如何破解发展困局、加快推进现有改革,成为了当前我国公共管理学界和教育学界的热点议题。基于此,本文试图通过对中美高校教师聘任制的比较研究,以期从运行机制和制度基础两方面找到解决这一问题的有效对策。在研究内容上,本文主要分为四个部分：一是对中美高校教师聘任制的发展历程进行了简要概述,明确了两国高校教师聘任制度的发展阶段和发展现状；二是对中美高校教师聘任制的具体内容进行比较研究,包括聘任岗位、聘任程序、聘后管理(合同管理、考核评估、薪酬福利)等,并总结其异同点；三是在前述比较基础上,将中美高校教师聘任制发展差异化的成因归结为三个因素,即行政管理体制、市场经济体系和学术职业发展；四是基于上述三个因素,提出了推进我国高校教师聘任制改革的总体构想和具体战略。在研究方法上,本文以比较研究与制度分析为基本研究方法,并运用管理学、政治学、制度经济学及高等教育学等多学科力量对中美高校教师聘任制度进行梳理分析,以揭示聘任制运行的深层规律和价值取向,从而为我国真正构建“人员能进能出、职务能上能下、待遇能高能低”的高校教师聘任制提供经验借鉴。
[Abstract]:Since 1986, when China put forward the system of professional and technical appointment, the reform of teacher appointment system in colleges and universities has gone through more than 20 years. However, the change from "identity management" to "post management" has not been realized in colleges and universities in China. The phenomena of "post lifetime", "seniority" and "inbreeding" are still widespread. Therefore, how to solve the difficult situation of development and speed up the current reform has become a hot topic in the field of public management and education. Based on this, this paper attempts to find effective countermeasures to solve this problem from two aspects of operation mechanism and system basis through the comparative study of teacher appointment system between China and the United States. This paper is mainly divided into four parts: first, a brief overview of the development of the teacher appointment system in China and the United States, and a clear understanding of the development of the two countries' teacher appointment system and the development of the status quo; The second is to make a comparative study on the specific contents of the appointment system of teachers in China and the United States, including the position of appointment, the procedure of appointment, the post-employment management (contract management, assessment, salary and welfare), and to sum up its similarities and differences; third, on the basis of the aforementioned comparison, The causes of the differentiation in the development of teacher appointment system in Chinese and American colleges and universities are attributed to three factors, namely, administrative management system, market economy system and academic career development; fourth, it is based on the above three factors. This paper puts forward the general idea and concrete strategy of promoting the reform of teacher appointment system in colleges and universities in our country. In the research method, this paper takes comparative research and system analysis as the basic research method, and applies management science, political science, etc. In order to reveal the deep rules and value orientation of the appointment system, the author analyzes the appointment system of teachers in colleges and universities in China and the United States by the multi-disciplinary forces such as institutional economics and higher education, so as to truly construct the "personnel can enter and exit" for our country. The appointment system of teachers in colleges and universities can be used for reference.
【学位授予单位】：新疆大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G649.1

【参考文献】