基于DEA-Tobit两步法的普通高校人力资源利用效率研究

发布时间：2018-11-17 20:30

【摘要】：我国普通高校不断扩招实现了跨越式发展,但其人力资源投入、利用效率却未能及时跟上,高等教育资源的实际需求与资源稀缺性、资源利用效率之间的矛盾日趋明显。人力资源是高等教育改革和普通高校发展的重中之重,普通高校的人力资源承担着人才培养、社会服务、科学研究等功能,人力资源是高校的最重要的一种资源,其利用效率会直接影响到高校的效益,而高校的发展也直接关乎到经济的发展,如何合理优化人力资源利用效率是发展高等教育的核心问题。对普通高校人力资源利用效率进行评价可以促使高校在保证教育质量的前提下,减少人力投入、提高产出效率,通过对普通高校核心资源的合理配置来进一步提高办学效益。本文先梳理了国内外关于高校资源配置情况的研究成果,详实论述了人力资本理论、高校人力资源配置理论、边际效益原理和帕累托原理,并阐明这些理论在高校人力资源利用效率研究中的应用,为论文的研究打下理论基础。随后,介绍了DEA评价方法、几种测量模型和Tobit计量模型的基本模型以及在本论文中的应用等。从经济学的视角,运用DEA评价方法、基于DEA的CCR和BBC模型、构建普通高校人力资源利用效率评价指标体系,将全国31个省区2004年到2010年的面板数据进行对比研究,从人才产出、社会服务、科学研究三个产出方面对普通高校人力资源利用效率进行评价,得到31个省区普通高校人力资源投入的综合效率值、纯技术效率值和规模效率值。发现总体上来说,我国普通高校人力资源利用效率的综合效率呈递增趋势,纯技术效率均值进步明显,但规模效率均值则无显著提升。截止2010年,普通高校人力资源利用综合效率值达到DEA有效的共计有12个省区,占38.71%。但也有如福建省、贵州省、湖南省、吉林省、内蒙古自治区等地区的综合效率值在2004-2010年间综合效率值起伏不定。接着,对福建省、贵州省、内蒙古自治区三个省份的普通高校人力资源利用效率进行具体分析。基于普通高校人力资源的综合效率值,提出影响普通高校人力资源利用效率的因素的五个假设,运用Tobit模型进行回归分析,得出：各个省区普通高校的教育事业性经费中工资福利支出、生均教育经费、专任教师占比以及RD人员全时当量对其省区的普通高校人力资源利用效率有显著正向影响。基于论文的实证分析结果,提出如下对策：完善更新普通高校人力资源配置机制、优化普通高校人力资源队伍水平、加大对普通高校的资金投入、促进高校师资流通、盘活高校人力资源、加大在科学研究方面的人力资源投入、根据社会经济发展需要来合理调整专业结构。
[Abstract]:The enrollment expansion of colleges and universities in our country has achieved leap-forward development, but its human resource input and utilization efficiency have not kept up with each other in time. The contradiction between the actual demand of higher education resources and the scarcity of resources and the efficiency of resource utilization is becoming more and more obvious. Human resources are the most important part of the reform of higher education and the development of colleges and universities. The human resources of colleges and universities assume the functions of talent training, social service, scientific research and so on. Human resources are the most important resources of colleges and universities. Its utilization efficiency will directly affect the efficiency of colleges and universities, and the development of colleges and universities is also directly related to the economic development. How to optimize the utilization efficiency of human resources is the core problem in the development of higher education. The evaluation of the utilization efficiency of human resources in colleges and universities can promote colleges and universities to reduce manpower input and improve the efficiency of output under the premise of ensuring the quality of education, and to further improve the efficiency of running schools through the rational allocation of core resources in colleges and universities. This article first combs the domestic and foreign research results about the university resources allocation situation, elaborated the human capital theory, the university human resources allocation theory, the marginal benefit principle and the Pareto principle, in detail elaborated the human capital theory, the university human resources allocation theory, The application of these theories in the study of the utilization efficiency of human resources in colleges and universities is expounded, which lays a theoretical foundation for the research of this paper. Then, the evaluation methods of DEA, the basic models of several measurement models and Tobit metrological models and their applications in this paper are introduced. From the perspective of economics, using the DEA evaluation method, based on the CCR and BBC model of DEA, this paper constructs the evaluation index system of the efficiency of human resources utilization in colleges and universities, and compares the panel data of 31 provinces and regions from 2004 to 2010. This paper evaluates the utilization efficiency of human resources in colleges and universities in three aspects of social service and scientific research, and obtains the comprehensive efficiency value, pure technical efficiency value and scale efficiency value of human resource input in 31 provinces and regions. It is found that the overall efficiency of human resources utilization in colleges and universities in China shows an increasing trend, the average of pure technical efficiency has improved obviously, but the average of scale efficiency has not improved significantly. Up to 2010, there are 12 provinces and districts in which the comprehensive efficiency of human resources utilization in colleges and universities has reached DEA efficiency, accounting for 38.71%. However, the comprehensive efficiency values of Fujian Province, Guizhou Province, Hunan Province, Jilin Province and Inner Mongolia Autonomous region fluctuate from 2004 to 2010. Then, it analyzes the efficiency of human resource utilization in three provinces of Fujian Province, Guizhou Province and Inner Mongolia Autonomous region. Based on the comprehensive efficiency of human resources in colleges and universities, this paper puts forward five hypotheses that affect the utilization efficiency of human resources in colleges and universities, and uses Tobit model to carry out regression analysis. It is concluded that the expenditure of salary and welfare, the proportion of full-time teachers, the proportion of full-time teachers and the full-time equivalent of RD have a significant positive effect on the utilization efficiency of human resources in colleges and universities in various provinces and autonomous regions. Based on the results of empirical analysis in this paper, the following countermeasures are put forward: to perfect and update the human resource allocation mechanism of colleges and universities, to optimize the level of human resources in colleges and universities, to increase the capital input to colleges and universities, and to promote the circulation of teachers in colleges and universities. Invigorate the human resources of colleges and universities, increase the input of human resources in scientific research, and adjust the professional structure reasonably according to the needs of social and economic development.
【学位授予单位】：安徽农业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：G647.2

【相似文献】