高校“非升即走”聘任制的制度逻辑、现实弊病与本土化调试  

The Institutional Logic,Practical Drawbacks and Localization Debugging of the"UP or NOT"Appointment System in Colleges and Universities

作　　者：徐小容[1] 孙敏[1] XU Xiao-rong;SUN Min(Southwest University,Chongqing 400715,China)

机构地区：[1]西南大学,重庆400715

出　　处：《黑龙江高教研究》2024年第7期36-42,共7页Heilongjiang Researches on Higher Education

基　　金：2023年全国教育科学规划项目“基于空间正义的区域职业教育数字化水平测度与分异治理研究”(编号:BJA230040);2022年重庆市职业教育教学改革研究项目“高等职业教育‘产-教-产’互嵌式融合实践教学体系的探索与实践”(编号:BZ223475);2022年度教育部人文社会科学研究一般项目“粤港澳大湾区职业教育高质量融合发展驱动机制与实现路径研究”(编号:22YJA880001)

摘　　要：“非升即走”聘任制是制度变迁的必然产物。从制度变迁理论视角审视“非升即走”聘任制的演化发展路径,基于制度供求分析其走向均衡并真正确立的机制。“非升即走”聘任制本身受路径依赖问题影响存在“先天不足”,在移植我国的过程中更衍生出评价标准单一、管理缺乏情感关怀、教育资源配置不均和工具理性蔓延等弊端。要使“非升即走”聘任制适应我国本土环境,需建立健全多元评审体系和激励保障机制,加强立法规范制度实施并在资源配置时统筹兼顾。The"UP or NOT"system is an inevitable product of institutional changes.From the perspective of institutional change theory,the evolutionary development path of the"UP or NOT"system is examined,and the mechanism of its equilibrium is analyzed based on institutional supply and demand.The"UP or NOT"system itself is affected by the problem of path dependence,and there are"congenital deficiencies",and in the process of transplanting China,there are drawbacks such as single evaluation standards,lack of emotional care in management,uneven allocation of educational resources and rational spread of tools.In order to adapt the"UP or NOT"system to China's local environment,it is necessary to improve the establishment of a diversified evaluation system and incentive guarantee mechanism,strengthen the implementation of legislative norms and systems,and take into account the overall allocation of resources.

关 键 词：“非升即走” 制度变迁 异化 发展 

分 类 号：G645.11[文化科学—高等教育学]