本文關(guān)鍵詞：高校薪酬、教師組織承諾與工作績(jī)效的關(guān)系及管理機(jī)制研究　出處：《河北工業(yè)大學(xué)》2014年博士論文　論文類(lèi)型：學(xué)位論文

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【摘要】：回望管理科學(xué)百年歷程的跌撞起伏，細(xì)究之下，可以發(fā)現(xiàn)各種學(xué)派、思潮其研究的本質(zhì)最終莫不歸結(jié)于對(duì)組織績(jī)效提升的研究。隨著以知識(shí)為主宰的21世紀(jì)的到來(lái)，高校作為擁有最為先進(jìn)的、豐富的知識(shí)型人才資源的前沿陣地，其人才資源的整體素質(zhì)與績(jī)效水平，已然成為保持各自核心競(jìng)爭(zhēng)力的關(guān)鍵所在。學(xué)者們對(duì)如何能卓有成效地激勵(lì)和調(diào)動(dòng)廣大教師提高績(jī)效的研究也是方興未艾，這體現(xiàn)于我國(guó)正在如火如荼進(jìn)行中的高校管理體制改革中，而這其中又以促進(jìn)績(jī)效提升的薪酬制度改革尤為重要。基于此，本文展開(kāi)了對(duì)高校薪酬與工作績(jī)效的相關(guān)研究，以期部分打開(kāi)兩者之間的“黑箱”，建立有利于績(jī)效水平提高的合理的高校薪酬管理體系，促進(jìn)高�？沙掷m(xù)發(fā)展。 在研究過(guò)程中，本論文通過(guò)文獻(xiàn)資料閱讀、實(shí)地訪談等逐步發(fā)現(xiàn)，隨著高校管理方式的日趨扁平化，高校賦予了教師越來(lái)越多的自由度，教師的忠誠(chéng)度對(duì)于一個(gè)高校而言日益重要，，高校需要教師的承諾。為此尋著這樣的路徑，將教師組織承諾這一心理驅(qū)動(dòng)機(jī)制引入到高校薪酬與工作績(jī)效的研究中，進(jìn)而通過(guò)對(duì)高校教師、人力資源管理專(zhuān)家以及高校相關(guān)管理者兩輪的質(zhì)性研究挖掘出了高校薪酬、教師組織承諾及工作績(jī)效的內(nèi)部變量；通過(guò)對(duì)回收的689份有效問(wèn)卷的實(shí)證分析和對(duì)文獻(xiàn)的再研究，提出了研究假設(shè)，并逐一得到了驗(yàn)證，最終得出了教師組織承諾是高校薪酬與工作績(jī)效之間的中介變量、其中教師情感承諾的中介作用尤為顯著、非經(jīng)濟(jì)性薪酬作用十分凸顯和經(jīng)濟(jì)性薪酬晉升渠道的廣度影響顯著這四點(diǎn)結(jié)論，并據(jù)此構(gòu)建了以提高績(jī)效為目的的高校薪酬管理機(jī)制。具體地說(shuō)本論文的貢獻(xiàn)以及創(chuàng)新點(diǎn)主要有以下三個(gè)方面： 第一、通過(guò)文獻(xiàn)梳理與質(zhì)性研究，探究高校教師工作績(jī)效價(jià)值創(chuàng)造機(jī)理。以往組織承諾的研究中過(guò)于集中教師離職等退縮性行為，而忽視工作績(jī)效的重要性，鑒于此，本文整合相關(guān)文獻(xiàn)，并通過(guò)實(shí)地訪談，歸納總結(jié)教師工作績(jī)效前因和后果變量，探究其生成及價(jià)值創(chuàng)造機(jī)理。 第二、構(gòu)建了教師組織承諾與高校薪酬和工作績(jī)效的概念模型。通過(guò)質(zhì)性研究、實(shí)證研究等手段進(jìn)行了驗(yàn)證，得出了教師組織承諾是高校薪酬與工作績(jī)效之間的中介變量等研究結(jié)論。 第三、在經(jīng)濟(jì)性薪酬管理機(jī)制方面，針對(duì)高校自身的特點(diǎn)和本論文的研究結(jié)論，修正與優(yōu)化了“績(jī)效工資制”和“寬帶薪酬”政策，提出了高�；旌闲托匠瓴呗浴邦�(lèi)寬帶薪酬”政策。其既保障了教師的基本利益，又給高績(jī)效教師更寬的晉升路徑，更好地激勵(lì)教師積極工作，也為高校薪酬管理提供了一個(gè)新的管理思路，可以更為有效的促進(jìn)教師個(gè)人和學(xué)校的可持續(xù)發(fā)展。
[Abstract]:Looking back at the ups and downs of the century-long course of management science, we can find all kinds of schools under careful study. The essence of the research of ideological trend is ultimately attributed to the study of organizational performance improvement. With the arrival of the knowledge-based 21th century, colleges and universities as the most advanced. The abundant knowledge type talented person resources front position, its talented person resources overall quality and the performance level. Has become the key to maintain their core competitiveness. Scholars on how to effectively motivate and mobilize teachers to improve performance is also in the ascendant. This is reflected in our country is in full swing in the reform of the university management system, and this in turn to promote performance improvement of the pay system reform is particularly important. Based on this. This article has carried on the related research to the university salary and the work performance, in order to partially open the "black box" between the two, establish the reasonable university salary management system which is advantageous to the performance level enhancement. Promote the sustainable development of colleges and universities. In the course of the research, this paper through literature reading, field interviews and other gradually found that with the flatness of university management, colleges and universities have given more and more freedom to teachers. The loyalty of teachers is becoming more and more important for a university, and colleges and universities need teachers' commitment. The psychological driving mechanism of teachers' organizational commitment is introduced into the study of college salary and job performance, and then through the research of university teachers. Two rounds of qualitative research on human resource management experts and related managers of colleges and universities have excavated the internal variables of college salary, teachers' organizational commitment and job performance. Through the empirical analysis of 689 valid questionnaires and the re-study of the literature, the research hypotheses are put forward and verified one by one. Finally, it is concluded that teacher organizational commitment is the intermediary variable between salary and job performance, among which the intermediary role of teachers' emotional commitment is particularly significant. There are four conclusions that the role of non-economic compensation is very prominent and the breadth of the promotion channels of economic compensation has a significant impact. On the basis of this, the paper constructs the salary management mechanism of colleges and universities aiming at improving performance. Specifically, the contributions and innovations of this paper are as follows: First, through literature combing and qualitative research, explore the value creation mechanism of university teachers' work performance. In the past, the research of organizational commitment focused too much on the withdrawal of teachers, but ignored the importance of job performance. In view of this, this paper integrates the relevant literature, and through field interviews, summarizes the teachers' work performance factors and consequences variables, and explores its formation and value creation mechanism. Secondly, the paper constructs a conceptual model of teacher organizational commitment and college salary and job performance, which is verified by qualitative research and empirical research. The conclusion is that teacher organizational commitment is the intermediate variable between salary and job performance. Thirdly, in the aspect of economic compensation management mechanism, according to the characteristics of colleges and universities and the conclusion of this paper, the policies of "performance pay system" and "broadband salary" are revised and optimized. This paper puts forward the mixed salary strategy of colleges and universities, which not only guarantees the basic interests of teachers, but also provides a wider path of promotion for high performance teachers, and encourages teachers to work actively. It also provides a new management idea for college salary management, which can promote the sustainable development of teachers and schools more effectively.
【學(xué)位授予單位】：河北工業(yè)大學(xué)
【學(xué)位級(jí)別】：博士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：G647

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