法人化改革后日本国立大学教师人事管理制度的变革:从稳定保障型向流动竞争型的过渡  

Personnel Management System Changes of Japan’s National Universities after the Corporatization Reform:Transition from Stable Guarantee Model to Competitive Mobility Model

作　　者：鲍威[1] 姚锦祥 闵维方[3] Bao Wei;Yao Jin-xiang;Min Wei-fang(Gnduate School of Education,Peking Uninernsity,Beijing 100871;China Institute of Interational Sudies,Beijing,100050;Gnadunte School of Edusaton,Peking Universty,Bejing.100871)

机构地区：[1]北京大学教育学院/教育经济研究所,北京100871 [2]中国国际问题研究院,北京100005 [3]北京大学教育学院,北京100871

出　　处：《清华大学教育研究》2020年第2期92-103,共12页Tsinghua Journal of Education

基　　金：教育部高教司委托课题“综合质量发展与教师发展理论研究”(20191701);国家自然科学基金面上项目“高等院校经费配置对人才培养质量的影响研究”(71774007)。

摘　　要：稳定的人事聘用与优厚的薪酬体系是高等院校吸引优秀人才,并确保其创造性的重要前提。21世纪以来,在法人化改革背景之下,日本国立大学通过引入绩效评估、年薪制、终身教职、交叉聘用等一系列制度工具,旨在逐步建立以能力主义、绩效为导向的流动竞争型教师人事管理制度。本文聚焦聘用方式和薪资待遇两大主轴,探讨日本国立大学人事制度改革的驱动机制、改革内涵及其在实施过程中所遭遇的冲击与问题。研究期望通过对日本案例的深度剖析,为完善我国高校人事管理制度提供借鉴与思考。Stable employment and generous salary system are important prerequisites for colleges and universities to attract outstanding talents and ensure their creativity. Since the 21 st century, under the background of corporatization reforms, Japan’s national universities has introduced a series of institutional tools such as performance-based evaluation, annual salary system, tenure system, cross-appointment system, etc., which aims to gradually establish a competitive mobility system oriented by competence and performance. This article focuses on two main axes of employment and salary system, and explores the driving force, specific contents, existing problems of the personnel system reforms of Japan’s National Universities. The research hopes to provide a reference for improving the personnel management system in China’s universities through an in-depth analysis of Japanese cases.

关 键 词：日本国立大学 法人化改革 教师人事管理制度 

分 类 号：G647[文化科学—高等教育学]