本文選題：高校教師 + 聘任制��； 參考：《新疆大學》2012年碩士論文

【摘要】：自1986年我國提出實行專業(yè)技術職務聘任制度以來,高校教師聘任制改革己歷經二十余載。但是,我國高校人事管理并未真正實現從“身份管理”向“崗位管理”的轉變,“職務終身”、“論資排輩”、“近親繁殖”等現象依然普遍存在。因此,如何破解發(fā)展困局、加快推進現有改革,成為了當前我國公共管理學界和教育學界的熱點議題�；诖�,本文試圖通過對中美高校教師聘任制的比較研究,以期從運行機制和制度基礎兩方面找到解決這一問題的有效對策。 在研究內容上,本文主要分為四個部分：一是對中美高校教師聘任制的發(fā)展歷程進行了簡要概述,明確了兩國高校教師聘任制度的發(fā)展階段和發(fā)展現狀；二是對中美高校教師聘任制的具體內容進行比較研究,包括聘任崗位、聘任程序、聘后管理(合同管理、考核評估、薪酬福利)等,并總結其異同點；三是在前述比較基礎上,將中美高校教師聘任制發(fā)展差異化的成因歸結為三個因素,即行政管理體制、市場經濟體系和學術職業(yè)發(fā)展；四是基于上述三個因素,提出了推進我國高校教師聘任制改革的總體構想和具體戰(zhàn)略。 在研究方法上,本文以比較研究與制度分析為基本研究方法,并運用管理學、政治學、制度經濟學及高等教育學等多學科力量對中美高校教師聘任制度進行梳理分析,以揭示聘任制運行的深層規(guī)律和價值取向,從而為我國真正構建“人員能進能出、職務能上能下、待遇能高能低”的高校教師聘任制提供經驗借鑒。
[Abstract]:Since 1986, when China put forward the system of professional and technical appointment, the reform of teacher appointment system in colleges and universities has gone through more than 20 years. However, the change from "identity management" to "post management" has not been realized in colleges and universities in China. The phenomena of "post lifetime", "seniority" and "inbreeding" are still widespread. Therefore, how to solve the difficult situation of development and speed up the current reform has become a hot topic in the field of public management and education. Based on this, this paper attempts to find effective countermeasures to solve this problem from two aspects of operation mechanism and system basis through the comparative study of teacher appointment system between China and the United States. This paper is mainly divided into four parts: first, a brief overview of the development of the teacher appointment system in China and the United States, and a clear understanding of the development of the two countries' teacher appointment system and the development of the status quo; The second is to make a comparative study on the specific contents of the appointment system of teachers in China and the United States, including the position of appointment, the procedure of appointment, the post-employment management (contract management, assessment, salary and welfare), and to sum up its similarities and differences; third, on the basis of the aforementioned comparison, The causes of the differentiation in the development of teacher appointment system in Chinese and American colleges and universities are attributed to three factors, namely, administrative management system, market economy system and academic career development; fourth, it is based on the above three factors. This paper puts forward the general idea and concrete strategy of promoting the reform of teacher appointment system in colleges and universities in our country. In the research method, this paper takes comparative research and system analysis as the basic research method, and applies management science, political science, etc. In order to reveal the deep rules and value orientation of the appointment system, the author analyzes the appointment system of teachers in colleges and universities in China and the United States by the multi-disciplinary forces such as institutional economics and higher education, so as to truly construct the "personnel can enter and exit" for our country. The appointment system of teachers in colleges and universities can be used for reference.
【學位授予單位】：新疆大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：G649.1

【參考文獻】

相關期刊論文 前3條

1 顧建民;;美國大學終身教職制度改革[J];清華大學教育研究;2006年01期

2 楊慧選;試論我國高校教師職稱評聘的歷史演變及發(fā)展態(tài)勢[J];廣西師院學報;1998年03期

3 陳鵬;;美國高校師資管理質量標準研究[J];中國高校師資研究;2010年04期

相關碩士學位論文 前3條

1 王岷紅;中國研究型大學教師聘任方案研究[D];大連理工大學;2004年

2 譚娟;美國高校終身教職制度研究[D];西南大學;2007年

3 申花;美國高校教師制度分析[D];蘇州大學;2007年

，

本文編號：1998333