高校中层干部激励机制探析  

Exploration of Excitation Mechanisms for Middle-Level Cadres in Colleges and Universities

作　　者：毛诚著[1] 魏锦扬 MAO Chengzhu;WEI Jinyang(Party Committee Organization Department,Changzhou University,Changzhou 213164,China;School of Petroleum and Natural Gas Engineering,Changzhou University,Changzhou 213164,China)

机构地区：[1]常州大学党委组织部,江苏常州213164 [2]常州大学石油与天然气工程学院,江苏常州213164

出　　处：《常州信息职业技术学院学报》2023年第6期71-73,85,共4页Journal of Changzhou College of Information Technology

基　　金：2020年度江苏高校哲学社会科学研究思政专项“新时代高校领导干部激励机制建设研究”(2020SJB0561);2017—2019年度常州大学思想政治工作研究会重点理论项目“需要层次理论视阈下的高校干部激励机制研究”(17SZGZ05)。

摘　　要：从高校中层干部的角色定位和多元化需求看,高校中层干部激励机制存在工作边界界定不明、考核评估体系不完善、激励手段单一、缺乏负面激励机制等问题。因此,可以通过实施差异化薪酬奖励机制、健全科学化考核容错机制、开展进阶式教育培训体系、构建常态化岗位交流机制、完善系统化职责资源配置等措施,不断提升高校中层干部的工作积极性。From the role positioning and diversified needs of middle-level cadres in colleges and universities,there are problems in the excitation mechanism for middle-level cadres in colleges and universities,such as unclear work boundaries,imperfect assessment and evaluation systems,single excitation means for cadres,and a lack of negative excitation mechanisms.Therefore,we can continuously enhance the work enthusiasm of middle-level cadres in colleges and universities by implementing differentiated salary and reward mechanism,improving scientific assessment and fault tolerance mechanisms,carrying out advanced education and training systems,establishing a normalized post exchange mechanism,and improving the systematic allocation of responsibilities and resources.

关 键 词：中层干部 高校 激励机制 

分 类 号：G647.1[文化科学—高等教育学]