新时代高校中层干部担当作为的激励机制探析——基于江西省属本科高校  

Encouragement Mechanism on Acting Boldly and Proactively of Middle-level Cadres in Universities in New Era——Based on Universities in Jiangxi Province

作　　者：季俊峰[1] 贾晓霞 朱丽芳[2] JI Jun-feng;JIA Xiao-xia;ZHU Li-fang(Trade Union,Nanchang Hangkong University,Nanchang 330063,China;Organization Department of Party Committee,Nanchang Hangkong University,Nanchang 330063,China)

机构地区：[1]南昌航空大学校工会,南昌330063 [2]南昌航空大学党委组织部,南昌330063

出　　处：《南昌航空大学学报（社会科学版）》2024年第2期75-84,共10页Journal of Nanchang Hangkong University(Social Sciences)

基　　金：2020年江西省高校人文社会科学重点研究基地项目“学校师德师风建设研究专项”(JDSDSF202)。

摘　　要：新时代,高校中层干部不同程度存在担当作为不力的问题。通过深入分析我省高校中层干部担当作为的现实困境,借鉴现代激励理论和相关研究成果,从“不愿为、不善为、不敢为、为的好不好”等4个维度,探析干部担当作为激励机制的内在机理,从而提出健全高校中层干部担当作为激励机制的具体路径,即运用动力型机制解决“不愿为”问题、运用赋能机制解决“不善为”问题、运用有限责任机制解决“不敢为”问题、运用锦标赛机制解决“为的好不好”问题。In new era,omission still exists in varying degrees of middle-level cadres in universities.After depth analysis of the realistic dilemma of middle-level cadres’acting boldly and proactively in universities in Jiangxi Province,this paper used the experience of motivation theory and correlational research,explored the inner mechanism of encouragement mechanism on cadres’acting boldly and proactively from 4 dimensions,that are not willing,not good,not daring and well done or not.It proposed the specific paths of perfecting the encouragement mechanism on cadres’acting boldly and proactively.These paths include using dynamic mechanism to solve“not willing”problem,using capacity mechanism to solve“not good”problem,using limited liability mechanism to solve“not daring”problem,and using championships mechanism to solve“well done or not”problem,

关 键 词：高校 中层干部 担当作为 激励机制 

分 类 号：D262.3[政治法律—政治学]