本文選題：高等學(xué)校 + 計(jì)件工資�。� 參考：《華中科技大學(xué)》2012年碩士論文

【摘要】：審視建國至今六十余年間我國高等教育的發(fā)展歷程，其一直都是在不斷改革中發(fā)展、在發(fā)展中不斷進(jìn)行改革而走到今天，，而在這場持續(xù)性的制度變遷浪潮之中，高校人事及分配制度改革則絕對(duì)是其主流。1952至2006年間，我國高校教師的工資制度經(jīng)歷了由建國初期的二元工資制向職務(wù)等級(jí)工資制、結(jié)構(gòu)工資制、專業(yè)技術(shù)職務(wù)等級(jí)工資制以及崗位績效工資制的轉(zhuǎn)變。高校教師工資制度改革雖見成效，但未能盡善，當(dāng)前我國高校教師工資制度中一個(gè)尤其引人關(guān)注的問題便是，教師考評(píng)機(jī)制過度“從量化”以及教師工資“計(jì)件”現(xiàn)象嚴(yán)重。 計(jì)件工資制作為一種高能激勵(lì)工資制度，理論認(rèn)為其在特定的條件下能充分調(diào)動(dòng)工人積極性，調(diào)和勞資雙方之間的利益沖突并在很大程度上節(jié)省對(duì)工人的監(jiān)督成本。然而，在高校教師的工作努力程度難以觀察以及其產(chǎn)出質(zhì)量難以衡量的前提下，計(jì)件工資是否適用則是一個(gè)值得研究的問題。 對(duì)于高校教師工資“計(jì)件”現(xiàn)象，本文首先基于經(jīng)驗(yàn)證據(jù)證明了這個(gè)問題的客觀存在性，緊接著運(yùn)用契約理論對(duì)其進(jìn)行了解釋和分析。本文的分析認(rèn)為，我國高校作為一個(gè)生產(chǎn)性契約組織，當(dāng)其難以對(duì)教師的勞動(dòng)投入以及產(chǎn)出質(zhì)量進(jìn)行有效識(shí)別和衡量時(shí)，執(zhí)行計(jì)件工資合約將會(huì)導(dǎo)致作為追求利益最大化代理人的教師的機(jī)會(huì)主義行為，即代理人的“質(zhì)量”與“數(shù)量”權(quán)衡，其結(jié)果是“學(xué)術(shù)泡沫”以及低水平的教學(xué)質(zhì)量；另外，本文的委托-代理分析則證明了，在對(duì)教師產(chǎn)出質(zhì)量的不完全度量及存在不確定性風(fēng)險(xiǎn)的情形下，計(jì)件合約是面對(duì)現(xiàn)行大學(xué)評(píng)價(jià)體系“量化”激勵(lì)的高校管理者（委托人）的最優(yōu)選擇，這就為現(xiàn)實(shí)中教師工資“計(jì)件”現(xiàn)象的普遍存在提供了合理解釋。 最后，作為政策性建議，本文認(rèn)為基于對(duì)教師在職貢獻(xiàn)獨(dú)立評(píng)價(jià)記錄的彈性一攬子支付可能是適合的。
[Abstract]:Examining the development course of higher education in China for more than 60 years since the founding of the people's Republic of China, it has been developing in the process of continuous reform, and it has been carrying on the reform in the course of development until today, and in this continuous wave of institutional changes,The reform of personnel and distribution system in colleges and universities is definitely its mainstream. During the period from 1952 to 2006, the salary system of college teachers in our country has experienced from the dual wage system in the early days of the founding of the people's Republic of China to the position rank wage system and the structural wage system.Professional and technical position grade salary system and the change of post performance wage system.Although the reform of teachers' wage system in colleges and universities has achieved good results, it has not been done well. At present, one of the most interesting problems in the system of teachers' wages in our country is the excessive "quantification" of teacher appraisal mechanism and the serious phenomenon of "piecework" of teachers' wages.The production of piecework wage is a kind of high energy incentive wage system. The theory holds that it can fully arouse the enthusiasm of workers under specific conditions, reconcile the conflicts of interests between employers and employees, and save the supervision cost of workers to a great extent.However, under the premise that it is difficult to observe the degree of university teachers' hard work and the quality of their output is difficult to measure, whether the piecework wage is applicable is a question worth studying.As for the phenomenon of "piecework" of college teachers' wages, this paper first proves the objective existence of this problem based on empirical evidence, and then explains and analyzes it by using contract theory.The analysis of this paper holds that, as a productive contract organization, colleges and universities in our country can not effectively identify and measure the quality of teachers' labor input and output when it is difficult to identify and measure the quality of teachers' labor input.The enforcement of a piecework wage contract will lead to opportunistic behaviour on the part of teachers as agents of maximum benefit, that is, the tradeoff between "quality" and "quantity" of agents, with the result of "academic bubbles" and low levels of teaching quality.The principal-agent analysis in this paper proves that in the case of incomplete measurement of teacher output quality and uncertainty risk,Piecework contract is the best choice for university managers (clients) who are encouraged by the current university evaluation system, which provides a reasonable explanation for the common phenomenon of "piecework" of teachers' wages in reality.Finally, as a policy recommendation, this paper suggests that the flexible package payment based on the record of independent evaluation of teachers' in-service contribution may be appropriate.
【學(xué)位授予單位】：華中科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：G647

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