文科长江学者特聘教授晋升与学术绩效间的关系研究  

Research on the Promotion and Performance of Humanities and Social Sciences Chang Jiang Scholars

作　　者：王帆 WANG Fan(Leading Group Office for Talents,China Institute for Human Capital Audit,Renmin University of China,Beijing 100872,China)

机构地区：[1]中国人民大学人才工作领导小组办公室/中国人力资本审计研究所,北京100872

出　　处：《复旦教育论坛》2018年第5期76-82,共7页Fudan Education Forum

基　　金：中国人民大学科学研究基金(中央高校基本科研业务费专项资金资助)年度社会调查项目"人文社会科学高端人才发展状况调研"(17XNC002)

摘　　要：根据彼得原理,员工的绩效会在晋升之后下降,直到被晋升到他们不能胜任的位置上。本文以人文社会科学领域长江学者特聘教授为样本,验证了这一原理在该群体中的适用性。研究发现,长江学者特聘教授在事业刚刚开始、激励很明显的时候,投入的努力最多,晋升后绩效则显著下降,整个职业生涯中绩效呈"倒U型"分布。考虑到彼得原理的存在,大学和教育主管部门应考虑调整激励方式和晋升规则。The Peter Principle points out that employees'performance will decline after promotion,until they are promoted to positions they can't be qualified for.This paper takes the Humanities and Social Sciences Chang Jiang Scholars as a sample to verify the applicability of the principle in this community.It is found that when they begin their career and are motivated obviously,they would exert their best efforts.However,their performance after promotion decreases significantly.The performance of Social Sciences Chang Jiang Scholars in their whole career displays"inverted U"distribution.Considering the existence of Peter Principle,universities and Ministry of Education should adjust incentive modes and promotion rules.

关 键 词：长江学者 晋升 绩效 彼得原理 

分 类 号：G647[文化科学—高等教育学]