波特-劳勒综合激励在高校教师管理中的应用  

Porter-Lawler Synthetic Incentive in University Faculty Management

作　　者：周劲松 宋宇晴 ZHOU Jin-song;SONG Yu-qing(School of Economics and Management,North China Electric Power University,Changping District,Beijing 102206,China;Business School of Beijing Wuzi University,Tongzhou District,Beijing 101149,China)

机构地区：[1]华北电力大学图书馆,北京102206 [2]北京物资学院商学院,北京101149

出　　处：《华北电力大学学报(社会科学版)》2023年第6期135-140,共6页Journal of North China Electric Power University(Social Sciences)

摘　　要：人才对于推动我国经济社会持续发展具有重要意义。高等院校拥有丰富的社会公共教育资源,知识型人才聚集,是高存量人力资本载体。如何引进人才、留住人才、培养人才是高校教师管理的主要内容,激励机制的建立是促进人才需求与高校管理需求趋向一致的关键环节。本文将改变单一的激励模式,从努力程度、绩效产出、奖励报酬、满意认可度等多因素,建立波特-劳勒综合激励模型,激发高校教师团队的内驱力,促进个人与组织的共同发展,对当前经济条件下高校教师管理中的激励机制进行研究与探索。Talents are of great significance for promoting the sustainable development of China's economy.Colleges and universities have abundant social public educational resources,and the accumulation of knowledge-based talents is a carrier of high-stock human capital.How to introduce,retain and cultivate talents is the main content of university faculty management.The establishment of an incentive mechanism is a key link to promote the alignment of talent needs with university management needs.This article will change the single incentive model,establish a Porter-Lawler comprehensive incentive model from multiple factors such as effort level,performance,rewards and encouragement,satisfaction and recognition to stimulate the internal drive of university faculty and promote personal and organizational development,research and exploration of the incentive mechanism in the management of university faculty under the current economic conditions.

关 键 词：高等教育 教师管理 波特-劳勒综合激励模型 知识型人才 

分 类 号：G451.1[文化科学—教育学]