公平理论在我国高校绩效工资管理中的应用研究  

Research on the Application of Fairness Theory in Performance-based Salary Management in Chinese Universities

作　　者：徐潇文[1] XU Xiao-wen(Suzhou University of Science and Technology,Suzhou Jiangsu 215009,China)

机构地区：[1]苏州科技大学,江苏苏州215009

出　　处：《湖北开放职业学院学报》2024年第15期39-41,共3页Journal of Hubei Open Vocational College

基　　金：2023年度江苏省高校哲学社会科学研究项目“基于公平理论的高校绩效工资分配制度研究”阶段性研究成果(项目编号:2023SJYB1414)。

摘　　要：高校绩效工资改革是完善学校收入分配制度的关键之举,也是一项直接涉及广大教职工切身利益的民生工程。然而,在实施过程中,高校绩效工资制度显现出一系列问题,其中尤为突出的是公平性问题。本文通过对公平理论的内涵、公平理论对绩效工资管理的适用性以及公平理论在高校绩效工资管理中的应用等几个方面进行探讨,旨在为高校绩效工资管理制度的优化提供有益的参考和借鉴,以确保更公平、更有效的资源分配,从而更好地满足广大教职工的需求,推动高校事业的可持续发展。The reform of performance-based salary in universities is a key measure to improve their income distribution system,and it is also a livelihood project that directly involves the vital interests of the majority of faculty and workers.However,during the implementation process,a series of problems have emerged in the performance-based salary system in universities,with the most prominent being the issue of fairness.This paper explores the connotation of fairness theory,the applicability of fairness theory to performance-based salary management,and the application of fairness theory in performance-based salary management in universities.The aim is to provide useful reference and guidance for the optimization of performance-based salary management systems in universities,to ensure more fair and effective resource allocation,and to better meet the needs of the majority of faculty and promote the sustainable development of the university industry.

关 键 词：高校 绩效工资管理 公平理论 适用性 应用 

分 类 号：G640[文化科学—高等教育学]