被误用的“非升即走”:功能异化、反噬效应及消解路径  

The Misused"Up-or-Out"Rule:Functional Alienation,Backfiring Effect and the Solution

作　　者：徐苏兰 余利川 Xu Sulan;Yu Lichuan

机构地区：[1]徐州工业职业技术学院工商管理学院,江苏徐州221140 [2]宁波大学教师教育学院,浙江宁波315211

出　　处：《江苏高教》2024年第9期37-44,共8页Jiangsu Higher Education

基　　金：2022年江苏省高等教育学会《江苏高教》专项课题重点课题“省内高校教师晋升申诉制度虚置问题的成因及对策研究”(2022JSGJKT010);2022年度江苏省高校哲学社会科学研究一般项目“高校教师晋升申诉制度虚置:成因及对策研究”(2022SJYB1134);2021年国家社科基金后期资助一般项目(管理学)“高校学院学术治理制度化研究”(21FGLB079);2024年度浙江省哲学社会科学规划一般课题“高教强省建设背景下浙江高等教育治理能力提升路径研究”(24ZJQH037YB);江苏省“青蓝工程”培育项目。

摘　　要：作为美国终身教职制度前置遴选规则的“非升即走”制度,已经成为我国知名高校争相移植借鉴的对象并嵌套于高校教师“准聘-长聘制”改革中。然而我国高校对“非升即走”制度存在种种误用:以“走”为核心的聘期考核,工具色彩浓厚;缺少全盘考虑的局部借鉴,形似而神异;以校方为主导,成为校方对教师群体的单向规制。“非升即走”的制度误用导致其筛选功能超限,淘汰色彩浓厚;激励功能虚化加剧扭曲刺激;培育功能缺位,系统支持不足。“非升即走”的制度误用及其功能异化正在引发多个层面的反噬效应:加剧青年教师生存和发展危机、助推功利化学术风气、冲击学术职业系统稳定性、加剧高校教师劳动关系失衡冲突。应从人性化开展教师管理工作,科学化开展教师评价实践,弹性化实施聘任、流转及淘汰工作,法治化规制高校人事自主权多维路径导正“非升即走”实践,消解其反噬效应。As the pre-selection rule of the tenure system in the United States,the"up-or-out"system has become an object of transplantation and reference for famous universities in China,and is embedded in the reform of the"quasi employment-permanent employment system"for university teachers.However,there are various misuses of the"up-or-out"system in domestic universities as follows:First,it takes leaving"as the core and has significant characteristics of instrumentalism;Second,the lack of overall consideration leads to partial reference,only achieving the resemblance of shape;Third,highlighting universitys authority and leading role is the unilateral regulation of universities on teachers.The misuse of up-or-out"rule leads to the alienation of original functions:the excessive screening function has a strong color of elimination;the empty incentive function aggravates the distortion of stimulus,and the lack of system support is accompanied by the absence of nurturing function.The misused"up-or-out"and its functional alienation are causing backfiring effects at multiple levels:aggravating the survival and development crisis of young teachers,boosting the utilitarian academic atmosphere,aggravating the imbalance and conflict of college teachers labor relations.It should be guided and adjusted by such multi-dimensional approaches as humanized teacher management,scientific teacher evaluation,flexible implementation of employment,transfer and dismissal,and legal regulation of personnel autonomy in colleges and universities,so as to eliminate the backfiring effect.

关 键 词：高校教师 非升即走 “准聘—长聘制”改革 

分 类 号：G647[文化科学—高等教育学]