我国义务教育阶段教师工资制度框架设计——经济学和管理学的视角  

Frame Design of Chinese Teachers’Pay in Basic Education:A Combined Perspective with Economics and Management

作　　者：唐一鹏[1] 胡咏梅 

机构地区：[1]北京师范大学教育学部,北京100875

出　　处：《教师教育研究》2013年第4期20-25,共6页Teacher Education Research

基　　金：北京师范大学"985工程""世界一流教育学科与中国教育创新"基地项目部分研究成果

摘　　要：跨国实证研究表明,教师质量是决定教育质量的主要因素,而教师工资制度又是吸引和留住高素质教师的关键要素。因此,构建合理的薪酬制度、提升教师队伍水平成为我国促进教育优质均衡发展的必然选择。本文首先剖析了现阶段我国教师工资制度所面临的三重困境:国家财政支持力度不够、绩效工资无法提升教师质量,以及教师工资增长失衡。然后,基于效率工资理论和薪酬决定理论,本文构建了一个既能保障教师权益又能体现激励性的工资制度框架。总之,绩效工资改革应该继续推进,但必须加大各级财政投入力度、明确具体规则、重视地区和城乡差异。International evidences suggest that teacher quality is the main factor of determining education quality, and teachers＇ pay is the key element of teacher recruitment and retention. Thus, building up a reasonable salary system and im- proving teacher quality become to be necessity for achieving quality and balanced education. This paper analyzes the critical problems in salary system at first, namely, insufficient financial support from governments, ineffectiveness in merit pay, and unbalanced rise in teachers＇ pay. Then, based on efficient salary theory and pay theory, this paper proposes a salary system aiming to protect teachers＇ rights and create incentive. Above all, the reform of merit pay should be further implemented, with more governmental investment, more specific regulations, narrower regional and urban-rural gaps.

关 键 词：义务教育 教师工资 制度设计 

分 类 号：G525.1[文化科学—教育学]