【摘要】：改革開(kāi)發(fā)以來(lái),通過(guò)自身的努力發(fā)展和積極汲取國(guó)外經(jīng)濟(jì)管理的優(yōu)秀經(jīng)驗(yàn),我國(guó)經(jīng)濟(jì)取得了突飛猛進(jìn)的發(fā)展。然而,由于高校環(huán)境相對(duì)閉塞,許多管理模式尤其是薪酬管理模式發(fā)展落后且不合理,從而阻礙了高校的進(jìn)一步發(fā)展。因此,為了全面落實(shí)科教興國(guó)戰(zhàn)略,最大可能地激發(fā)高校教師的主觀能動(dòng)性和潛在的能力,本文從現(xiàn)有研究文獻(xiàn)入手,結(jié)合過(guò)程型、內(nèi)容型、行為改造及綜合型等激勵(lì)理論中與薪酬相關(guān)的激勵(lì)理論,既對(duì)現(xiàn)有研究進(jìn)行了系統(tǒng)的梳理,也為本文的研究奠定了理論基礎(chǔ)。此外,為了更好的把握我國(guó)高校員工薪酬管理的普遍現(xiàn)狀,本文對(duì)國(guó)內(nèi)外高校的薪酬管理現(xiàn)狀進(jìn)行了比較研究,通過(guò)對(duì)比得出我國(guó)高校員工薪酬管理存在的問(wèn)題提出了相應(yīng)的解決方案與策略。為了驗(yàn)證解決方案的正確性,本文最后運(yùn)用案例分析的方法,以D高校為例,在概述該高校的人力資源管理的基本情況的基礎(chǔ)上,分析D高校薪酬管理的現(xiàn)狀及問(wèn)題所在,并提出相應(yīng)的薪酬管理改革建議,以期為D高校及我國(guó)高校在薪酬管理方面的工作提供參考。
[Abstract]:Since the reform and development, through its own efforts to develop and actively learn the excellent experience of foreign economic management, China's economy has made rapid progress. However, because the environment of colleges and universities is relatively closed, many management modes, especially salary management, are backward and unreasonable, which hinders the further development of colleges and universities. Therefore, in order to fully implement the strategy of rejuvenating the country through science and education, and to stimulate the subjective initiative and potential ability of teachers in colleges and universities as much as possible, this paper starts with the existing research literature and combines the process type and the content type. The incentive theory related to salary in the theory of behavior reform and synthesis not only systematically combs the existing research, but also lays the theoretical foundation for the research of this paper. In addition, in order to better grasp the general situation of salary management in colleges and universities in our country, this paper makes a comparative study on the status quo of salary management in colleges and universities at home and abroad. By comparing the existing problems of salary management in colleges and universities in China, the corresponding solutions and strategies are put forward. In order to verify the correctness of the solution, this paper finally uses the method of case analysis, taking D university as an example, on the basis of summarizing the basic situation of human resources management in this university, analyzes the present situation and problems of salary management in D university. The paper also puts forward some suggestions on salary management reform in order to provide reference for the work of salary management in colleges and universities of D and our country.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類(lèi)號(hào)】：G647.2

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