高校薪酬、教师组织承诺与工作绩效的关系及管理机制研究

发布时间：2018-01-12 17:03

本文关键词：高校薪酬、教师组织承诺与工作绩效的关系及管理机制研究　出处：《河北工业大学》2014年博士论文　论文类型：学位论文

【摘要】：回望管理科学百年历程的跌撞起伏，细究之下，可以发现各种学派、思潮其研究的本质最终莫不归结于对组织绩效提升的研究。随着以知识为主宰的21世纪的到来，高校作为拥有最为先进的、丰富的知识型人才资源的前沿阵地，其人才资源的整体素质与绩效水平，已然成为保持各自核心竞争力的关键所在。学者们对如何能卓有成效地激励和调动广大教师提高绩效的研究也是方兴未艾，这体现于我国正在如火如荼进行中的高校管理体制改革中，而这其中又以促进绩效提升的薪酬制度改革尤为重要。基于此，本文展开了对高校薪酬与工作绩效的相关研究，以期部分打开两者之间的“黑箱”，建立有利于绩效水平提高的合理的高校薪酬管理体系，促进高校可持续发展。在研究过程中，本论文通过文献资料阅读、实地访谈等逐步发现，随着高校管理方式的日趋扁平化，高校赋予了教师越来越多的自由度，教师的忠诚度对于一个高校而言日益重要，，高校需要教师的承诺。为此寻着这样的路径，将教师组织承诺这一心理驱动机制引入到高校薪酬与工作绩效的研究中，进而通过对高校教师、人力资源管理专家以及高校相关管理者两轮的质性研究挖掘出了高校薪酬、教师组织承诺及工作绩效的内部变量；通过对回收的689份有效问卷的实证分析和对文献的再研究，提出了研究假设，并逐一得到了验证，最终得出了教师组织承诺是高校薪酬与工作绩效之间的中介变量、其中教师情感承诺的中介作用尤为显著、非经济性薪酬作用十分凸显和经济性薪酬晋升渠道的广度影响显著这四点结论，并据此构建了以提高绩效为目的的高校薪酬管理机制。具体地说本论文的贡献以及创新点主要有以下三个方面：第一、通过文献梳理与质性研究，探究高校教师工作绩效价值创造机理。以往组织承诺的研究中过于集中教师离职等退缩性行为，而忽视工作绩效的重要性，鉴于此，本文整合相关文献，并通过实地访谈，归纳总结教师工作绩效前因和后果变量，探究其生成及价值创造机理。第二、构建了教师组织承诺与高校薪酬和工作绩效的概念模型。通过质性研究、实证研究等手段进行了验证，得出了教师组织承诺是高校薪酬与工作绩效之间的中介变量等研究结论。第三、在经济性薪酬管理机制方面，针对高校自身的特点和本论文的研究结论，修正与优化了“绩效工资制”和“宽带薪酬”政策，提出了高校混合型薪酬策略——“类宽带薪酬”政策。其既保障了教师的基本利益，又给高绩效教师更宽的晋升路径，更好地激励教师积极工作，也为高校薪酬管理提供了一个新的管理思路，可以更为有效的促进教师个人和学校的可持续发展。
[Abstract]:Looking back at the ups and downs of the century-long course of management science, we can find all kinds of schools under careful study. The essence of the research of ideological trend is ultimately attributed to the study of organizational performance improvement. With the arrival of the knowledge-based 21th century, colleges and universities as the most advanced. The abundant knowledge type talented person resources front position, its talented person resources overall quality and the performance level. Has become the key to maintain their core competitiveness. Scholars on how to effectively motivate and mobilize teachers to improve performance is also in the ascendant. This is reflected in our country is in full swing in the reform of the university management system, and this in turn to promote performance improvement of the pay system reform is particularly important. Based on this. This article has carried on the related research to the university salary and the work performance, in order to partially open the "black box" between the two, establish the reasonable university salary management system which is advantageous to the performance level enhancement. Promote the sustainable development of colleges and universities. In the course of the research, this paper through literature reading, field interviews and other gradually found that with the flatness of university management, colleges and universities have given more and more freedom to teachers. The loyalty of teachers is becoming more and more important for a university, and colleges and universities need teachers' commitment. The psychological driving mechanism of teachers' organizational commitment is introduced into the study of college salary and job performance, and then through the research of university teachers. Two rounds of qualitative research on human resource management experts and related managers of colleges and universities have excavated the internal variables of college salary, teachers' organizational commitment and job performance. Through the empirical analysis of 689 valid questionnaires and the re-study of the literature, the research hypotheses are put forward and verified one by one. Finally, it is concluded that teacher organizational commitment is the intermediary variable between salary and job performance, among which the intermediary role of teachers' emotional commitment is particularly significant. There are four conclusions that the role of non-economic compensation is very prominent and the breadth of the promotion channels of economic compensation has a significant impact. On the basis of this, the paper constructs the salary management mechanism of colleges and universities aiming at improving performance. Specifically, the contributions and innovations of this paper are as follows: First, through literature combing and qualitative research, explore the value creation mechanism of university teachers' work performance. In the past, the research of organizational commitment focused too much on the withdrawal of teachers, but ignored the importance of job performance. In view of this, this paper integrates the relevant literature, and through field interviews, summarizes the teachers' work performance factors and consequences variables, and explores its formation and value creation mechanism. Secondly, the paper constructs a conceptual model of teacher organizational commitment and college salary and job performance, which is verified by qualitative research and empirical research. The conclusion is that teacher organizational commitment is the intermediate variable between salary and job performance. Thirdly, in the aspect of economic compensation management mechanism, according to the characteristics of colleges and universities and the conclusion of this paper, the policies of "performance pay system" and "broadband salary" are revised and optimized. This paper puts forward the mixed salary strategy of colleges and universities, which not only guarantees the basic interests of teachers, but also provides a wider path of promotion for high performance teachers, and encourages teachers to work actively. It also provides a new management idea for college salary management, which can promote the sustainable development of teachers and schools more effectively.
【学位授予单位】：河北工业大学
【学位级别】：博士
【学位授予年份】：2014
【分类号】：G647

【参考文献】