研究型高校教师教学绩效考评研究
发布时间：2019-05-17 03:03
【摘要】：本文首先通过对绩效考评的概念、本质等进行分析，以形成对研究型大学高校教师教学绩效考评的整体把握。其次，通过对大学本质特点进行详细研究，结合当前相关理论（自我效能理论、360度理论、人性假设理论），，并借鉴美国相关经验分析我国研究型大学教师存在重科研、轻教学中的问题，阐明原因和症结所在。 结合美国研究型高校教师绩效考评中目前的趋势是更注重教学能力这一情况,通过以我国某研究型高校为研究对象，将研究型教师、教学型教师、教学研究型教师分类访谈，旨在解决不同情况下教学绩效考评指标制定的不同侧重点和相应的权重系数问题。研究将访谈记录转化成数据建立AHP层次分析模型，初步构想我国研究型高校教师教学绩效考评的具体指标。 我国研究型高校诚然必须更新和强化科研和教学的双重功能才能得以生存和发展，但是要实现良好的教学和科研双赢就不能允许教师放弃其认真教学的职责。本文提出如下建议：第一，明确教学绩效评价的概念，突出教师在教学评价中的主导地位；第二，优秀的研究型高校绩效考评应体现“教学为本”的评价理念，灵活利用学生评价、同行评价进一步规范评价方法；第三，研究型高校有关教学的绩效考核应是学校管理者和教师之间进行双向沟通的过程,应该合理有效地利用、反馈考核结果，使教师得到教学专业性成长发展；第四，利用“人性假设”理论提高对教师教学的认识。
[Abstract]:First of all, this paper analyzes the concept and essence of performance evaluation in order to form an overall grasp of teaching performance evaluation of teachers in research universities. Secondly, through the detailed study of the essential characteristics of the university, combined with the current relevant theories (self-efficacy theory, 360-degree theory, human nature hypothesis theory), and drawing lessons from the relevant experience of the United States, this paper analyzes that the teachers of research-oriented universities in China attach importance to scientific research. Lighten the problems in teaching and clarify the causes and crux of the problem. Combined with the current trend in the performance evaluation of teachers in American research colleges and universities, more attention is paid to the teaching ability. By taking a research university in our country as the research object, the research teachers and teaching research teachers are interviewed by classification. The purpose of this paper is to solve the problem of different emphasis and weight coefficient of teaching performance evaluation index under different circumstances. In this paper, the interview records are transformed into data to establish AHP analytic hierarchy process (AHP) model, and the concrete indexes of teaching performance evaluation of teachers in research colleges and universities in China are preliminarily conceived. It is true that research colleges and universities in China must renew and strengthen the dual functions of scientific research and teaching in order to survive and develop, but in order to achieve a good win-win situation in teaching and scientific research, teachers can not be allowed to give up their responsibility of serious teaching. This paper puts forward the following suggestions: first, clarify the concept of teaching performance evaluation, highlight the dominant position of teachers in teaching evaluation; Secondly, the excellent performance evaluation of research-oriented colleges and universities should embody the evaluation concept of "teaching-oriented", make flexible use of student evaluation, and further standardize the evaluation method by peer evaluation. Third, the performance appraisal of teaching in research colleges and universities should be a two-way communication process between school managers and teachers, which should be used reasonably and effectively to feedback the results of the assessment so that teachers can get the growth and development of teaching specialty. Fourth, the theory of "human nature hypothesis" is used to improve the understanding of teachers' teaching.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G642.4
本文编号：2478754
[Abstract]:First of all, this paper analyzes the concept and essence of performance evaluation in order to form an overall grasp of teaching performance evaluation of teachers in research universities. Secondly, through the detailed study of the essential characteristics of the university, combined with the current relevant theories (self-efficacy theory, 360-degree theory, human nature hypothesis theory), and drawing lessons from the relevant experience of the United States, this paper analyzes that the teachers of research-oriented universities in China attach importance to scientific research. Lighten the problems in teaching and clarify the causes and crux of the problem. Combined with the current trend in the performance evaluation of teachers in American research colleges and universities, more attention is paid to the teaching ability. By taking a research university in our country as the research object, the research teachers and teaching research teachers are interviewed by classification. The purpose of this paper is to solve the problem of different emphasis and weight coefficient of teaching performance evaluation index under different circumstances. In this paper, the interview records are transformed into data to establish AHP analytic hierarchy process (AHP) model, and the concrete indexes of teaching performance evaluation of teachers in research colleges and universities in China are preliminarily conceived. It is true that research colleges and universities in China must renew and strengthen the dual functions of scientific research and teaching in order to survive and develop, but in order to achieve a good win-win situation in teaching and scientific research, teachers can not be allowed to give up their responsibility of serious teaching. This paper puts forward the following suggestions: first, clarify the concept of teaching performance evaluation, highlight the dominant position of teachers in teaching evaluation; Secondly, the excellent performance evaluation of research-oriented colleges and universities should embody the evaluation concept of "teaching-oriented", make flexible use of student evaluation, and further standardize the evaluation method by peer evaluation. Third, the performance appraisal of teaching in research colleges and universities should be a two-way communication process between school managers and teachers, which should be used reasonably and effectively to feedback the results of the assessment so that teachers can get the growth and development of teaching specialty. Fourth, the theory of "human nature hypothesis" is used to improve the understanding of teachers' teaching.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G642.4
【参考文献】
相关期刊论文 前6条
1 王蓉;;国家与公共教育:新人力资本理论的分析框架[J];北京大学教育评论;2009年03期
2 林碧凤;;加强高校教师绩效评估 推进人事制度创新[J];福建财会管理干部学院学报;2006年03期
3 李长华;美国高校教师绩效评价的方法综述[J];国家教育行政学院学报;2005年01期
4 柳国辉;谌启标;;国外教师绩效评价的理念与实践[J];基础教育参考;2006年02期
5 毛志丽;;基于中西文化背景下360度反馈的差异性研究[J];科技管理研究;2010年18期
6 王大磊;;美国教师绩效工资制度及其对我国师资队伍建设的启示[J];外国中小学教育;2009年04期
相关博士学位论文 前3条
1 曾建权;人力资源管理理论与实务研究[D];天津大学;2003年
2 姜飞月;学校变革中的教师效能[D];南京师范大学;2005年
3 庞庆举;教育学的人性假设与理论构建的关系初探[D];华东师范大学;2008年
相关硕士学位论文 前4条
1 黎志锋;360度绩效考评系统改进研究[D];西南财经大学;2005年
2 何伟强;关于教育管理人性理论的反思与建构[D];浙江师范大学;2005年
3 陈婷;360度绩效反馈考核模型的研究[D];华中科技大学;2005年
4 伍珂霞;我国高校教师绩效评价的问题及对策研究[D];湖南师范大学;2007年
本文编号：2478754
本文链接：https://www.wllwen.com/jiaoyulunwen/suzhijiaoyulunwen/2478754.html
