本文關(guān)鍵詞： 高校教師 績效工資制度 改革　出處：《武漢理工大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：改革開放以來,我國高校就以獎勵工資的形式引入績效考核工資制度,但由于教育財政投入不足,獎勵工資的實際發(fā)放十分有限。隨著高等教育大眾化的到來,辦學(xué)經(jīng)費來源多元化,高校自籌經(jīng)費日見增多,為我國高校績效工資制度改革提供了必要的條件。近年來,根據(jù)《高等教育法》和事業(yè)單位收入分配制度改革的要求,從2010年起,我國事業(yè)單位應(yīng)全面實施績效工資。同時,在我國高等教育跨越式發(fā)展的進程中,黨中央、國務(wù)院切實把重點放在了提高教育質(zhì)量的問題上。因此,在我國事業(yè)單位工資制度改革和高等教育“質(zhì)量工程”建設(shè)的社會背景下,高校能否推行績效工資制度,是關(guān)系到事業(yè)單位工資改革順利進行和“質(zhì)量工程”建設(shè)的重要組成部分,并且對于提高高等教育質(zhì)量、建設(shè)高水平教師隊伍、充分調(diào)動廣大教師工作積極性,激發(fā)教師的創(chuàng)新精神等,都具有十分重要的意義。但高校與其他事業(yè)單位相比具有其特殊性,高校教師績效工資制度改革在推行過程中并沒有達到預(yù)期的效果,導(dǎo)致這成為了一個現(xiàn)實的社會問題,并引起社會各界的廣泛關(guān)注。 本文在前人的研究基礎(chǔ)上,通過對16所高等學(xué)校進行調(diào)查,從教育學(xué)、經(jīng)濟學(xué)、教育經(jīng)濟學(xué)和心理學(xué)等學(xué)科的視角出發(fā),通過問卷調(diào)查、訪談和案例分析等研究方法完成資料的收集,并對數(shù)據(jù)資料進行定性和定量的處理分析,本著理論與實踐相結(jié)合的原則,對上述問題進行了全面、深入的分析,并借鑒國外高�？冃ЧべY制度改革的基本經(jīng)驗,進而對完善我國高�？冃ЧべY制度改革提出建議。 按照以上思路,全文共分為五個部分進行探討： 第一章為導(dǎo)論,主要介紹了所要研究問題的緣起,對國內(nèi)外相關(guān)研究進行文獻梳理,分析研究現(xiàn)狀,對相關(guān)概念進行界定,提出本研究的研究方法和基本思路。 第二章主要闡述了高校教師績效工資制度改革的理論依據(jù)。高校教師績效工資的理論依據(jù)主要來自于經(jīng)濟學(xué)和管理學(xué)中的按勞分配理論、效率工資理論激勵理論以及制度變遷理論。這部分內(nèi)容主要闡釋以上理論為高校教師績效工資制度改革奠定的理論基礎(chǔ)及對現(xiàn)實指導(dǎo)意義。 第三章主要介紹我國高校教師績效工資制度改革的過程以及相關(guān)內(nèi)容。在特殊國情和特定歷史背景下,高校教師績效工資制度改革經(jīng)歷了漫長的發(fā)展過程,不同時期改革所涉及的各相關(guān)內(nèi)容也較為復(fù)雜。 第四章主要針對我國高校教師績效工資制度改革中所存在的問題及其原因進行分析。近年來,績效工資制度已在我國各高校陸續(xù)推行,取得了初步的成效,但同時也存在著這樣那樣的問題。這些問題之所以存在,其原因具有復(fù)雜性和多面性,只有從問題本身出發(fā),深入了解分析,把握導(dǎo)致問題產(chǎn)生的主要因素,方能得出正確結(jié)論并提出行之有效的政策建議。 第五章在對國外教師績效工資制度改革的了解基礎(chǔ)上,結(jié)合我國基本國情,選擇性的借鑒,并提出完善和推動我國高校教師績效工資制度改革的合理建議。具體從四個層面展開：提高制度本身的合理性和可行性；加強績效工資制度改革的可操作性：增強績效工資制度改革的保障力度：協(xié)調(diào)不同利益群體關(guān)系促進高校戰(zhàn)略性發(fā)展。
[Abstract]:Since the reform and opening up, China's colleges and universities to reward wages in the form of the introduction of performance appraisal salary system, but due to lack of financial education investment, the actual payment of wages reward is limited. With the advent of mass higher education, diversified sources of funding for education, colleges and universities raised by increasing fees, to provide the necessary conditions for the reform of China's colleges and universities the performance wage system. In recent years, according to the law of higher education institutions "and the income distribution system reform, from 2010 onwards, China's institutions should be the full implementation of pay for performance. At the same time, in the rapid development of China's higher education in the process of the CPC Central Committee, State Council put emphasis on improving the quality of education the problems in the construction. Therefore, the reform of the wage system and the quality project of higher education institutions in China under the background of the society, colleges and universities can implement performance pay system, is related to the An important part of the wage reform and the construction of "quality engineering" of the institutions, and to improve the quality of higher education, the construction of the high level of teachers, to fully mobilize the enthusiasm of teachers, arouse teachers' spirit of innovation, has very important significance. But universities and other institutions compared with its particularity. The reform of University Teachers' performance salary system in the implementation process did not achieve the desired effect, which has become a real social problem, which caused widespread concern in the community.
In this paper, on the basis of previous studies, according to a survey of 16 colleges and universities, economics, starting from education, educational economics and psychology perspective, through questionnaire survey, interview and case analysis and other research methods to complete data collection, data processing and the analysis of qualitative and quantitative, in theory the combination of practice and principle to carry on the comprehensive and in-depth analysis, and learn from the experience of reform in foreign universities performance wage system, and then to improve the reform of college performance salary system recommendations.
According to the above ideas, the full text is divided into five parts.
The first chapter is the introduction. It mainly introduces the origin of the problems to be studied, literature reviews on the related research both at home and abroad, the status quo of the analysis, the definition of the related concepts, and the research methods and basic ideas of this research.
The second chapter mainly elaborates the theoretical basis of the reform of University Teachers' performance salary system. The theoretical basis of performance salary of university teachers mainly from the economics and management of distribution according to labor theory, efficiency wage theory, incentive theory and institutional change theory. This part mainly explains the theoretical basis of the above theory for the reform of University Teachers' performance salary system for the and guiding significance to the reality.
The third chapter mainly introduces the process of the reform of University Teachers' performance salary system in China and related content. In the special situation and the specific historical background, the reform of University Teachers' performance salary system has experienced a long process of development, the relevant content in different periods of reform are more complex.
The fourth chapter mainly aims at the existing reform of university teacher performance pay system in China Problems and their causes were analyzed. In recent years, the performance pay system has been carried out in various colleges and universities in China, has achieved initial results, but there also exist such problems. These problems exist, the reasons are complicated and face, only starting from the problem itself, we analyze, grasp the main factors cause problems, we can draw a correct conclusion and put forward effective policy recommendations.
The fifth chapter in the reform of foreign teacher performance pay system on the basis of understanding, combined with China's basic national conditions, selective reference, and put forward reasonable suggestions to improve and promote the reform of University Teachers' performance salary system in China. From four aspects: to improve the rationality and feasibility of the system itself; strengthen the operability of the wage system reform the performance wage system reform: to enhance the security performance of efforts to promote the strategic development of colleges and Universities: the coordination of the relationship between different interest groups.

【學(xué)位授予單位】：武漢理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G647.5

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