我国公立大学员工激励机制研究

发布时间：2018-10-07 18:07

【摘要】：随着社会的发展,科技的进步,教育事业在社会中的作用也日益的重要,公立大学是高等教育主要载体,起着主导作用。长期以来,公立大学一直以来是作为公益性事业来经营,形成政府单一财政投入,统一计划管理的管理模式,造成公立大学的激励机制缺乏。本文主要从行政管理者和大学教师两个群体分别来研究公立大学激励机制的优化问题。主要的思路是,分析影响员工行为选择的因素,发现现有的激励机制中存在的问题,而后结合行为选择的因素来优化激励机制。首先,大学行政管理者的作用和意义对大学发展具有非常重要的作用,针对其建立激励的合理制度安排,将有利于提高其工作的积极性,促进公立大学经营效率的改进。本文的研究以委托代理理论为基础,通过模型的分析,得出影响行政管理者行为选择的因素,针对现有的对行政管理者的激励机制中存在的委托代理问题、重教学轻管理等问题,提出对激励机制的优化,主要是从薪酬激励的角度进行优化的,从而达到代理人即公立大学行政管理者按照委托人即政府的利益行动,实现教育效益最大化。其次,大学中除了有行政管理者之外,还有着对大学的生存发展起着决定性作用的另一个群体,那就是大学教师群体。本文从大学教师的职业与工作特点出发,分析了影响大学教师行为的各种因素,以劳动经济学、信息经济学、管理经济学为分析工具,着重从理论上和制度上,提出了优化大学教师激励机制的方法,其中主要的一个方法就是将教师的双重工作任务进行分配,分为教学为主,科研为主和教学科研并重的三种类型,而后分别进行考核与激励。本文主要侧重的是在薪酬制度上对公立大学员工的激励机制的优化,对于其他形式的激励机制没有进行深入的探讨,希望从薪酬制度的优化方面对大学的员工激励机制做出一点贡献。
[Abstract]:With the development of society and the progress of science and technology, the role of education in society is becoming increasingly important. Public universities are the main carrier of higher education and play a leading role. For a long time, public universities have been operating as public welfare undertakings, forming a single government financial investment, unified planning management model, resulting in the lack of incentive mechanism of public universities. This paper mainly studies the optimization of incentive mechanism in public universities from two groups of administrators and university teachers. The main idea is to analyze the factors that affect employees' behavior choice, find out the existing problems in the incentive mechanism, and then combine the factors of behavior choice to optimize the incentive mechanism. First of all, the role and significance of university administrators play a very important role in the development of the university. The establishment of a reasonable institutional arrangement of incentives will help to improve the enthusiasm of their work and promote the improvement of the operating efficiency of public universities. Based on the principal-agent theory and the analysis of the model, this paper draws the factors that affect the behavior choice of the administrative manager, aiming at the existing principal-agent problem in the incentive mechanism of the administrative manager. This paper puts forward the optimization of incentive mechanism, which is mainly from the angle of salary incentive, so that the agent, that is, the administrative manager of public university, acts in accordance with the interests of the principal, that is, the government, and so on. To maximize the benefits of education. Secondly, in addition to the administrators, there is another group that plays a decisive role in the survival and development of the university, that is, the group of university teachers. Based on the professional and job characteristics of university teachers, this paper analyzes the factors that affect the behavior of university teachers. The paper takes labor economics, information economics and management economics as the analysis tools, focusing on the theoretical and institutional aspects. This paper puts forward the method of optimizing the incentive mechanism of university teachers. One of the main methods is to divide the dual tasks of teachers into three types: teaching, scientific research and teaching and research. Then the examination and encouragement are carried out respectively. This paper mainly focuses on the optimization of the incentive mechanism of public university staff in the compensation system, and does not deeply discuss the other forms of incentive mechanism. I hope to make some contributions to the incentive mechanism of the university staff from the optimization of the compensation system.
【学位授予单位】：东北大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647.2

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