薪酬结构、工作满意度与高校教师工作绩效关系的实证研究  

An Empirical Research on the Relationship of Salary Structure,Job Satisfaction and Faculty Performance

作　　者：李冲[1] 张丽[1] 苏永建[1] 

机构地区：[1]大连理工大学高等教育研究院,辽宁大连116023

出　　处：《复旦教育论坛》2016年第5期89-95,共7页Fudan Education Forum

基　　金：国家社会科学基金青年项目课题(12CGL003)

摘　　要：薪酬是组织优化人力资源的有效杠杆。理论界目前缺乏对薪酬结构与高校教师工作绩效中介机制的实证研究。本研究在梳理已有研究文献的基础上,通过问卷调查获取数据,使用结构方程模型方法,利用SMART PLS 2.0软件分析薪酬结构、工作满意度和教师工作绩效的关系,构建并实证检验了薪酬结构与高校教师工作绩效关系的"薪酬-激励-绩效"模型。研究发现,工作满意度在薪酬结构与科研绩效之间存在中介作用,但在薪酬结构与教学绩效之间没有中介作用。基于此,研究提出了如下对策建议:优化薪酬结构配置,提高岗位工资比例;加强民主参与,实现薪酬管理透明化;完善绩效考核机制,探索建立分类薪酬制度。Salary reform is an effective tool for optimizing human resources in an organization. There is few empirical research on the intermediary mechanism between salary structure and university faculty work performance. Based on literature review, the paper collects data by questionnaire survey, uses Structural Equation Modeling as research approach, and analyzes correlations between salary structure, job satisfaction and faculty performance by SMART PLS 2.0 software. After that, the ＂Salary-Incentive-Performance＂ model is built and testified. It is found that job satisfaction plays an intermediary role between salary and research performance, but it doesn＇t serve the same function between salary and teaching performance. The paper makes the following recommendations： the salary structure should be reformed to increase the proportion of position salary; transparent salary management ought to be implemented by attaching more importance to teacher participation; the performance appraisal mechanism should be enhanced to implement the strategy of classified salary management.

关 键 词：薪酬结构 工作满意度 教学绩效 科研绩效 

分 类 号：G647[文化科学—高等教育学]