本文選題：薪酬 + 激勵(lì)制度��； 參考：《石河子大學(xué)》2017年碩士論文

【摘要】：薪酬激勵(lì)制度是教師科研成果的重要的支撐和認(rèn)可,亦是高校人力資源管理者非常重視的問(wèn)題。在知識(shí)當(dāng)今經(jīng)濟(jì)時(shí)代,如何吸引人才、管理人才、留住人才是大學(xué)人力資源管理的重中之重�？蒲挟a(chǎn)出是高等學(xué)校賴以生存的基礎(chǔ),是增強(qiáng)我國(guó)國(guó)際競(jìng)爭(zhēng)力、實(shí)現(xiàn)創(chuàng)新發(fā)展的重要推動(dòng)動(dòng)引擎,是推動(dòng)偉大中國(guó)夢(mèng)實(shí)現(xiàn)的重要力量。隨著知識(shí)經(jīng)濟(jì)的進(jìn)一步發(fā)展,科技對(duì)經(jīng)濟(jì)的貢獻(xiàn)率越來(lái)越大,科研產(chǎn)出以及科研工作者的作用日益凸顯。高�？蒲锌蒲挟a(chǎn)出的重要力量就是大學(xué)教師,發(fā)展科技是大學(xué)教師的使命之一。了解薪酬激勵(lì)制度對(duì)大學(xué)教師科研產(chǎn)出的影響能更好地提升高校的科研水平。本文以新疆大學(xué)教師為主要研究對(duì)象,以薪酬激勵(lì)制度自變量對(duì)教師科研產(chǎn)出績(jī)效因變量的影響為主要研究?jī)?nèi)容,從薪酬水平、薪酬激勵(lì)制度公平性、薪酬激勵(lì)制度滿意度等方面來(lái)探討薪酬激勵(lì)制度;從科研產(chǎn)出量績(jī)效與科研態(tài)度兩個(gè)方面衡量教師科研產(chǎn)出。通過(guò)對(duì)新疆幾所高校公400名教師的問(wèn)卷調(diào)查,回收有效問(wèn)卷350份,結(jié)合對(duì)部分大學(xué)教師進(jìn)行深入訪談,深入調(diào)查薪酬激勵(lì)制度的合理性及其對(duì)大學(xué)教師科研產(chǎn)出的影響,借助SPSS 21.0統(tǒng)計(jì)軟件、EXCEL等統(tǒng)計(jì)工具,對(duì)調(diào)研結(jié)果進(jìn)行描述性分析、方差分析、相關(guān)分析及回歸分析,得出以下結(jié)論:(1)新疆大學(xué)教師對(duì)目前的薪酬激勵(lì)制度總體滿意度一般,對(duì)直接非經(jīng)濟(jì)性激勵(lì)最滿意,且滿意度在性別、年齡、教齡、學(xué)歷、專(zhuān)業(yè)技術(shù)職務(wù)上存在顯著差異方面存在差異;(2)新疆大學(xué)教師年收入水平在不同教齡、年齡、性別、學(xué)歷的教師在薪酬水平上存在顯著差異。(3)新疆大學(xué)教師科研產(chǎn)出在不同性別、年齡、學(xué)歷、行政職務(wù)、專(zhuān)業(yè)技術(shù)職務(wù)上存在差異。(4)薪酬激勵(lì)制度與大學(xué)教師科研產(chǎn)出存在顯著相關(guān);(5)直接非經(jīng)濟(jì)性激勵(lì)、薪酬水平對(duì)大學(xué)教師科研產(chǎn)出存在顯著相關(guān);(6)“科研態(tài)度”是薪酬激勵(lì)制度與大學(xué)教師科研量的中介變量。并根據(jù)研究?jī)?nèi)容,從政策、激勵(lì)制度、溝通合作三個(gè)方面提出對(duì)策與建議。
[Abstract]:Salary incentive system is an important support and recognition of teachers' scientific research achievements, and it is also a very important issue for human resource managers in colleges and universities. In the era of knowledge economy, how to attract, manage and retain talents is the most important part of university human resource management. The scientific research output is the foundation of the survival of colleges and universities, the important driving engine to enhance our country's international competitiveness and realize the innovation and development, and the important force to promote the realization of the great Chinese Dream. With the further development of knowledge economy, the contribution rate of science and technology to the economy is increasing, and the role of scientific research output and scientific research workers is becoming increasingly prominent. The important force of scientific research output in colleges and universities is university teachers, and the development of science and technology is one of the mission of university teachers. Understanding the influence of salary incentive system on the scientific research output of university teachers can improve the level of scientific research in colleges and universities. This paper takes Xinjiang University teachers as the main research object, takes the independent variable of salary incentive system as the main research content, from the pay level, the compensation incentive system fairness, the main research content is the independent variable of the salary incentive system to the teacher scientific research output performance dependent variable as the main research content. This paper probes into the compensation incentive system from the aspects of the satisfaction of the salary incentive system, and measures the teachers' scientific research output from the aspects of the scientific research output performance and the scientific research attitude. Through the questionnaire survey of 400 male teachers in several universities in Xinjiang, 350 valid questionnaires were collected, and some university teachers were interviewed in depth to investigate the rationality of the salary incentive system and its impact on the scientific research output of university teachers. With the help of SPSS 21.0 statistical software excel and other statistical tools, this paper makes descriptive analysis, variance analysis, correlation analysis and regression analysis of the survey results, and draws the following conclusion: 1) the overall satisfaction of Xinjiang University teachers with the current salary incentive system is general. The most satisfied with direct non-economic incentives, and satisfaction in gender, age, teaching age, academic qualifications, professional and technical positions, there are significant differences in the level of annual income of Xinjiang University teachers in different teaching years, age, gender, There is a significant difference in salary level among teachers with educational background. (3) the scientific research output of teachers in Xinjiang University is different in gender, age, education, administrative position, etc. There is a significant correlation between the salary incentive system and the scientific research output of university teachers. There is a significant correlation between the salary level and the scientific research output of university teachers. (6) the "scientific research attitude" is the intermediary variable between the salary incentive system and the amount of university teachers' scientific research. And according to the research content, from the policy, incentive system, communication and cooperation three aspects of countermeasures and suggestions.
【學(xué)位授予單位】：石河子大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：G647.25

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