本文選題：人性假設(shè) + 高校教師　； 參考：《青島大學(xué)》2013年碩士論文

【摘要】：高校教師科研隊(duì)伍,作為我國自主創(chuàng)新系統(tǒng)中科技產(chǎn)出與知識創(chuàng)造的主力軍,是實(shí)現(xiàn)國家科技創(chuàng)新體系建設(shè)的重要支撐部分,是實(shí)現(xiàn)我國科研力量壯大的主力軍。有效地激發(fā)高校教師的科研積極性,是具有現(xiàn)實(shí)意義的重要課題。筆者應(yīng)用文獻(xiàn)法、訪談法、問卷調(diào)查法等多種研究方法,結(jié)合所學(xué)理論知識、近幾年來高校教師科研激勵問題的相關(guān)研究和國外高校科研激勵機(jī)制經(jīng)驗(yàn),對我國高�？蒲屑顧C(jī)制所存在的問題進(jìn)行了研究與探討。最后筆者從多個角度出發(fā),對我國高�？蒲屑顧C(jī)制的完善提出了建議,以期對我國高校的科研管理有一些參考作用。論文的主要內(nèi)容如下： 前言介紹了課題研究的背景以及理論意義、實(shí)踐意義,闡述了課題研究的思路、內(nèi)容、研究方法和我國對教師激勵機(jī)制研究的概況；第一章界定了科研激勵機(jī)制的內(nèi)涵,介紹了人性假設(shè)理論和經(jīng)典激勵理論,為建立更加合理的高校教師科研激勵機(jī)制提供了理論依據(jù)；第二章通過分析我國高校教師的角色特點(diǎn)、工作特點(diǎn)以及需求特點(diǎn),對高校教師人性假設(shè)得出一個新的界定；第三章研究了當(dāng)前我國高校教師的科研獎勵總體現(xiàn)狀和高校教師對這些科研激勵機(jī)制的需求度、滿意度,發(fā)現(xiàn)我國高�？蒲屑顧C(jī)制存在忽視不同需求、激勵形式單一、激勵系統(tǒng)不協(xié)調(diào)、缺乏團(tuán)隊(duì)激勵、缺乏長效激勵機(jī)制、科研激勵重數(shù)量,忽視質(zhì)量等問題,為最后一張解決問題打下實(shí)證基礎(chǔ)；第四章研究了主要發(fā)達(dá)國家的科研激勵機(jī)制現(xiàn)狀,為我國科研激勵機(jī)制的完善提供了經(jīng)驗(yàn)和借鑒；第五章在總結(jié)以上所有研究的基礎(chǔ)上,認(rèn)為為提高我國高校教師的科研積極性,我國高校應(yīng)當(dāng)注意：必須深入了解高校教師的需要結(jié)構(gòu),根據(jù)高校教師不同年齡、性別、職稱、學(xué)歷等所具有的不同需求,堅(jiān)持“能力”激勵、“需要”激勵、“長效”激勵原則,采用多種激勵方式相結(jié)合、權(quán)變激勵機(jī)制等方法,制定最有利于激發(fā)教師科研積極性的激勵機(jī)制。
[Abstract]:As the main force of science and technology output and knowledge creation in the independent innovation system of our country, the scientific research team of university teachers is the important support part to realize the construction of the national science and technology innovation system, and the main force to realize the strength of our country's scientific research.It is an important task of practical significance to stimulate the enthusiasm of university teachers in scientific research.The author applies various research methods, such as literature method, interview method, questionnaire survey method and so on, combining with the theoretical knowledge, the relevant research on the scientific research incentive problem of university teachers in recent years and the experience of foreign universities' scientific research incentive mechanism.This paper studies and discusses the problems existing in the incentive mechanism of scientific research in colleges and universities in China.Finally, the author puts forward some suggestions on how to perfect the incentive mechanism of scientific research in colleges and universities from many angles, in order to provide some reference for the management of scientific research in colleges and universities in China.The main contents of the thesis are as follows:The preface introduces the background, theoretical significance and practical significance of the research, expounds the ideas, contents, research methods and the general situation of the research on the incentive mechanism of teachers in China, the first chapter defines the connotation of the incentive mechanism for scientific research.This paper introduces the theory of human nature hypothesis and classical incentive theory, which provides a theoretical basis for the establishment of a more reasonable incentive mechanism for university teachers' scientific research.A new definition of university teachers' human nature hypothesis is drawn. The third chapter studies the overall status of the current scientific research reward of university teachers in China and the degree of demand and satisfaction of university teachers to these scientific research incentive mechanisms.It is found that the incentive mechanism of scientific research in colleges and universities of our country has some problems, such as ignoring different demands, single incentive form, disharmony of incentive system, lack of team motivation, lack of long-effect incentive mechanism, heavy quantity of scientific research incentive, neglect of quality and so on.Chapter four studies the current situation of the scientific research incentive mechanism in the major developed countries, which provides experience and reference for the improvement of the scientific research incentive mechanism in our country.In order to improve the enthusiasm of university teachers in our country, we should pay attention to: we must deeply understand the structure of university teachers' needs, according to the different needs of university teachers' different ages, gender, professional titles, academic qualifications, etc.We should adhere to the principle of "ability", "need" and "long-term effect", adopt the methods of combining various incentive ways and contingent incentive mechanism, and make the most favorable incentive mechanism for stimulating teachers' enthusiasm for scientific research.
【學(xué)位授予單位】：青島大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G644;G647

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前1條

1 盧琨;A科研單位的科研人才激勵問題研究[D];海南大學(xué);2015年

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本文編號：1764499