高等院校薪酬激励机制研究  

On Salary Incentive Mechanism in Colleges and Universities

作　　者：刘海波[1] 张丹[1] 陈龙[1] 

机构地区：[1]武汉工程大学管理学院,湖北武汉430205

出　　处：《商业经济》2009年第18期114-117,共4页Business & Economy

摘　　要：高校教师激励因素主要是经济保障、职业发展和环境因素。从教师激励因素、薪酬满意度、薪酬制度的国际比较、薪酬的外部竞争力等方面对高校薪酬激励的现状进行分析发现:现行高校教师薪酬模式还存在许多不合理的地方,并不能体现教师绩效。应通过模糊综合判定法对教师的业绩进行评定,此方法可依次计算每一位老师的绩效价值及绩效工资。同时,高校教师激励性薪酬设计应强调外部劳动力市场竞争要素,参照知识密集型行业薪酬水平确定高校的薪酬水平,建立以调和性薪酬模式为基本结构,突出知识和绩效的短期与长期激励相结合的激励性薪酬模式。The main incentive factors to college teachers are economic security, professional development and environmental factors. Through comparison with international incentive factors to teachers, satisfaction to salary, salary system, and external competitiveness of salary, this paper analyzes the situations of incentive system on college salary and concludes that the current salary mode on college teachers is not reasonable in many aspects, and it cannot show teachers＇ performance. Therefore, we suggest that fuzzy synthetical assessment should be taken to evaluate teachers＇ performance, through which we can calculate every teacher＇s performance value and salary. Meanwhile, the design on incentive salary on college teachers should stress competitive factors in external labor market, settle salary standard based on adjustable salary mode according to that of knowledge-concentrated profession, and build up incentive salary mode combined with short and long term incentive of knowledge and performance.

关 键 词：高校教师 薪酬 激励机制 

分 类 号：G647[文化科学—高等教育学]