从技术性激励到专业性驱动:我国高校绩效工资制度的激励特征与优化策略  

From Technical Incentives to Professional Achievement Driving:Incentive Features and Optimization Strategiesfor Performance Related Pay System in China's Colleges and Universities

作　　者：田一聚 TIAN Yi-ju(Suqian University,Suqian 223800,China)

机构地区：[1]宿迁学院,江苏宿迁223800

出　　处：《黑龙江高教研究》2023年第6期25-30,共6页Heilongjiang Researches on Higher Education

基　　金：江苏高校哲学社会科学研究重大项目“支持应用型本科高校高质量发展的人事制度改革机制研究”(编号:2021SJZDA170)。

摘　　要：21世纪以来,我国高校工资制度的演进体现出三个阶段的激励特征:基于按劳分配的主体性等级工资激励制度设计;体现岗位贡献的局部性绩效工资激励制度设计;聚焦于优绩优酬的整体性绩效工资制度设计。这种以“经济理性”为前提、以“竞争性”为动力的“技术性激励”存在多方面的问题。为此,需要构建以“专业性驱动”为特征的新型绩效工资激励制度,其体现为:构建多元化的绩效考核体系,增强专业激励的内在驱动性;提高绩效工资总量,缓解因外在激励差异引发的职业焦虑;实施绩效工资分配的“多元民主”决策,增强教师的专业认同感。Since the 2lst century,the evolution of the salary system of university teachers has reflected the incentive features of three stages:grading salary system based on workload in a dominant way,performance-based pay grounded in post contribution in a subordinate way,payment concerning work excellence in a comprehensive way.However,the payment mode of"technical incentive"based on"economic rationality"and driven by"competitiveness"has many problems.For this reason,it is necessary to build a new performance related pay system characterized by"professional achievement driven",which is reflected in:building a diversified per-formance pay system to enhance the internal driving force;increasing the total amount of performance pay to relieve occupational anxie-ty caused by external incentives;implementing"pluralist democratic"salary policy to enhance teachers'professional identity.

关 键 词：绩效工资制度 工资制度改革 高校教师 激励 

分 类 号：G640[文化科学—高等教育学]