【摘要】：對高校教師隊伍的管理是其發(fā)展戰(zhàn)略實現(xiàn)的關鍵,而高校人力資源管理的核心是合理薪酬結構的構建,合適的薪酬結構對于提升教師的工作績效是有積極效用的。但是我國高校教師的薪酬結構建設顯然已經(jīng)跟不上高等教育的迅速發(fā)展,雖然我國一直在投入對高校教師薪酬制度的建設,在經(jīng)歷過數(shù)次歷史變遷后,現(xiàn)行的薪酬結構的設置仍舊無法最大程度的調動教師的工作積極性,而在教育發(fā)展宏觀環(huán)境與高等教育院校間的競爭的壓力下,如何構建科學合理的薪酬結構,在有限的學校資源與教育投資下發(fā)揮出最大效益,來對優(yōu)秀人才起到吸引和激勵的作用,成為了高校教師薪酬制度完善的一大重點。 因此,本研究在理論上對相關文獻理論進行了歸納分析,系統(tǒng)回顧了本研究相關概念和相互關系的國內外研究成果以及最新的研究發(fā)展方向,提出文章研究內容和具體研究方法,進而規(guī)劃文章的整體技術路線。同時回顧我國高校教師薪酬結構的歷史變革,并分析薪酬結構的現(xiàn)狀,在進行國內外薪酬結構對比分析基礎上得到啟示。在探討高校薪酬結構與工作績效的影響機理時,加入了組織承諾與組織學習變量的作用,構建了相關變量的傳導模型,進一步提出研究假設。通過實證研究的方式進行具體分析,得出各變量之間的相關關系,論證了薪酬結構與高校教師工作績效顯著相關,組織承諾、組織學習與工作績效存在相關關系,組織承諾與組織學習在薪酬結構與工作績效間具有部分或完全中間作用,人口統(tǒng)計因素在高校教師工作績效上存在顯著差異得到部分驗證,其對工作績效產(chǎn)生積極作用得到驗證。根據(jù)所得結論針對性地提出若干參考意見,旨在改進高校目前薪酬結構模式以增強高校教師工作績效,為高校管理者的相關決策提供依據(jù)和理論支持,豐富教育經(jīng)濟學理論,并拓展人力資本理論的研究領域。
[Abstract]:The management of college teachers is the key to the realization of its development strategy, and the core of human resources management is the construction of reasonable salary structure, and the appropriate salary structure has a positive effect on improving the performance of teachers. However, the construction of the salary structure of university teachers in our country has obviously not kept pace with the rapid development of higher education. Although our country has been investing in the construction of the compensation system for university teachers, after several historical changes, The current salary structure is still unable to mobilize teachers' enthusiasm to the greatest extent. However, under the pressure of the macro environment of educational development and the competition between higher education institutions, how to construct a scientific and reasonable salary structure, Under the limited school resources and the education investment, exerts the maximum benefit, plays the role of attracting and encouraging to the outstanding talented person, has become the university teacher salary system consummation one big key. Therefore, in this study, the relevant literature theories are summarized and analyzed theoretically, and the research results of the related concepts and interrelationships are reviewed systematically, as well as the latest research directions. Put forward the research content and specific research methods, and then plan the overall technical route of the article. At the same time, it reviews the historical changes of the salary structure of college teachers in China, analyzes the present situation of the salary structure, and draws inspiration from the comparative analysis of the salary structure at home and abroad. When discussing the influence mechanism of salary structure and job performance in colleges and universities, this paper adds the role of organizational commitment and organizational learning variables, constructs the conduction model of related variables, and puts forward further research hypotheses. Through the concrete analysis of the way of empirical research, the correlation between the variables is obtained, and it is demonstrated that the salary structure is significantly related to the work performance of university teachers, and organizational commitment, organizational learning and job performance are related to each other. Organizational commitment and organizational learning play a partial or complete role in the relationship between salary structure and job performance. The significant differences of demographic factors in the performance of college teachers have been partly verified. Its positive effect on job performance has been verified. Based on the conclusions, this paper puts forward some suggestions, aiming to improve the current salary structure in colleges and universities to enhance the performance of university teachers, to provide the basis and theoretical support for the relevant decisions of university administrators, and to enrich the theory of educational economics. And expand the research field of human capital theory.
【學位授予單位】：湖南師范大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：G647.2

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