基于知识视角的高校教师激励路径与管理研究
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摘要
在知识经济社会中，创新成为获得国家、组织等主体竞争优势的核心竞争力要素。高等教育机构不仅是重要的研发主体，而且是人才培育基地，高校在国家创新体系中具有重要地位和作用。高等学校是典型的知识型组织，高校教师资源是高校的最重要的知识资产，高校教师激励制度是现代大学制度的核心内容之一。如何培养和调动高校教师的创新能力是高等教育管理的重要课题。
第一，基于知识视角的高校教师及其激励路径分析。①基于知识视角的角度，重新定义高校教师这一概念，并分析其特点，主要包括：教师具有高学历和较高的知识专业化程度；研究是大学教师的标志性主导要素；大学教学个性鲜明，大学教师与学生之间的关系表现为指导；服务社会；创造性和自由等。②分别从高校与高校教师之间的心理契约过程分析、基于知识视角的高校教师薪酬体系、基于知识视角的高校教师职业生涯规划等多个角度，分析了高校教师激励的可循路径。③总结了高校教师激励的现状，论述了高校教师激励中存在的问题。
第二，高校教师激励管理实证分析及其模型构建。①设计科学的量表问题，对北京的高校教师进行问卷调查，并进行数理统计实证分析。对样本数据进行综合描述性统计分析，以研究高校教师的职业吸引力因素、激励影响因素、职业特征分项指标特点、高校教师的知识工作产出情况分析等。再分别以所在高校的不同级别、职称、年收入为分组对象，对样本数据进行方差分析，结果显示：不同级别的高校教师、不同职称、不同年收入的高校教师在一些职业特点分项，以及对激励因素的敏感度具有显著的不同。最后，以高校教师知识工作产出为因变量，对样本数据的职业分项特点进行了因子分析。②建立基于知识视角的高校教师系统模型，提出该模型的组织结构，并对模型的运行机制进行了系统分析。
第三，建立高校教师绩效管理制度和高校教师激励体系。①将标杆管理思想应用于难以测度的高校教师绩效管理领域，分析基于杠杆的绩效管理概述、实施步骤、优点，构建了基于杠杆的高校教师绩效管理体制。②设计基于知识视角的高校教师激励体系，指出基于标杆理论和知识视角的高校教师激励体系设计的目的、原则，论述了建立基于知识视角的高校教师激励体系的过程与方式。③以A高校为案例，将基于知识视角的高校激励路径与管理研究应用于管理实践活动，不仅论证了方案的可行性、价值性，还为基于知识视角的高校教师激励管理方法的普及应用制作了范本。
Innovation has become the main competitive advantage of countries,organizations and other core elements of competitiveness in the knowledge economyand society. Institutions of higher education are not only important main bodies ofresearch and development, but also the personnel training base. Universities has animportant position and role in the national innovation system. Colleges anduniversities is typical knowledge-based orgnization, resources of university teachers isone of the college's most important knowledge assets. Incentive system of teachers isone of the core content of the modern university system. How to train and mobilizethe innovative capacity of the university teachers is an important issue for themanagement of higher education.
First of all, based on the knowledge of the university teachers and its incentivepath analysis.①Knowledge-based perspective to redefine the concept of universityteachers, and to analyse its characteristics. It includes that teachers have a high levelof education as well as knowledge degree of specialization; study is the symbolicdominant element of the university teachers; with the distinctive university teaching,the relationship between teacher and student performs as guidance, communityserving, creativity and freedom.②Analysing the incentive of university teachers in aeffective way，from the analysis of the process of the psychological contract betweenthe university and college teachers, university teachers salary system which based onknowledge and knowledge-based university teachers, career planning multiple anglesrespectively.③To summarize the status of the Teacher Incentive as well as to discussthe existing problems in the Teacher Incentive.
Second, the Teacher Incentive management empirical analysis and its modelconstruct.①Design scientific scale problems, to survey Beijing college teachers withquestionaires, and the empirical analysis of mathematical statistics. Comprehensivedescribe statistical analysis of sample data, to study university teachers’ careerattractive factors, incentives influencing factors, occupational characteristicsindicators, knowledge work output analysis. Then regarding the university’ s differentgrade, annual income, job title for group as objects, analysis of variance of the sampledata. The results show that the occupational characteristics and the motivating factorsensitivity of college teachers are significantly vary from grades, titles, and annual income. Finally, with the university teachers' knowledge work output as the dependentvariable, conducting the sample data of the professional characteristics in factoranalysis.②Create a knowledge-based system model of university teachers, this paperputting forward the model of organizational structure and the model of the operationmechanism of the system analysis.
Third, establish a university teachers’ performance management system as well asincentive system.①Benchmarking management thoughts will be applied to themanagement field where difficult to measure the university teachers performance.Analysing leverage performance-based management’ overviews, implementationsteps and the advantages, constructs a university teachers performance managementsystem which based on the leverage.②Design knowledge-based Teacher Incentivesystem, and pointing out that the university teachers incentive system design purposeas well as principle are based on the benchmarking and knowledge. This paperdiscusses the knowledge which based on the university teachers' incentive systemprocess and method.③In A university case, the knowledge-based university, not onlydemonstrate the feasibility as well as the value of the program, but also make a modelfor knowledge-based university teachers’ incentive management method to popularizeand apply.
第一，基于知识视角的高校教师及其激励路径分析。①基于知识视角的角度，重新定义高校教师这一概念，并分析其特点，主要包括：教师具有高学历和较高的知识专业化程度；研究是大学教师的标志性主导要素；大学教学个性鲜明，大学教师与学生之间的关系表现为指导；服务社会；创造性和自由等。②分别从高校与高校教师之间的心理契约过程分析、基于知识视角的高校教师薪酬体系、基于知识视角的高校教师职业生涯规划等多个角度，分析了高校教师激励的可循路径。③总结了高校教师激励的现状，论述了高校教师激励中存在的问题。
第二，高校教师激励管理实证分析及其模型构建。①设计科学的量表问题，对北京的高校教师进行问卷调查，并进行数理统计实证分析。对样本数据进行综合描述性统计分析，以研究高校教师的职业吸引力因素、激励影响因素、职业特征分项指标特点、高校教师的知识工作产出情况分析等。再分别以所在高校的不同级别、职称、年收入为分组对象，对样本数据进行方差分析，结果显示：不同级别的高校教师、不同职称、不同年收入的高校教师在一些职业特点分项，以及对激励因素的敏感度具有显著的不同。最后，以高校教师知识工作产出为因变量，对样本数据的职业分项特点进行了因子分析。②建立基于知识视角的高校教师系统模型，提出该模型的组织结构，并对模型的运行机制进行了系统分析。
第三，建立高校教师绩效管理制度和高校教师激励体系。①将标杆管理思想应用于难以测度的高校教师绩效管理领域，分析基于杠杆的绩效管理概述、实施步骤、优点，构建了基于杠杆的高校教师绩效管理体制。②设计基于知识视角的高校教师激励体系，指出基于标杆理论和知识视角的高校教师激励体系设计的目的、原则，论述了建立基于知识视角的高校教师激励体系的过程与方式。③以A高校为案例，将基于知识视角的高校激励路径与管理研究应用于管理实践活动，不仅论证了方案的可行性、价值性，还为基于知识视角的高校教师激励管理方法的普及应用制作了范本。
Innovation has become the main competitive advantage of countries,organizations and other core elements of competitiveness in the knowledge economyand society. Institutions of higher education are not only important main bodies ofresearch and development, but also the personnel training base. Universities has animportant position and role in the national innovation system. Colleges anduniversities is typical knowledge-based orgnization, resources of university teachers isone of the college's most important knowledge assets. Incentive system of teachers isone of the core content of the modern university system. How to train and mobilizethe innovative capacity of the university teachers is an important issue for themanagement of higher education.
First of all, based on the knowledge of the university teachers and its incentivepath analysis.①Knowledge-based perspective to redefine the concept of universityteachers, and to analyse its characteristics. It includes that teachers have a high levelof education as well as knowledge degree of specialization; study is the symbolicdominant element of the university teachers; with the distinctive university teaching,the relationship between teacher and student performs as guidance, communityserving, creativity and freedom.②Analysing the incentive of university teachers in aeffective way，from the analysis of the process of the psychological contract betweenthe university and college teachers, university teachers salary system which based onknowledge and knowledge-based university teachers, career planning multiple anglesrespectively.③To summarize the status of the Teacher Incentive as well as to discussthe existing problems in the Teacher Incentive.
Second, the Teacher Incentive management empirical analysis and its modelconstruct.①Design scientific scale problems, to survey Beijing college teachers withquestionaires, and the empirical analysis of mathematical statistics. Comprehensivedescribe statistical analysis of sample data, to study university teachers’ careerattractive factors, incentives influencing factors, occupational characteristicsindicators, knowledge work output analysis. Then regarding the university’ s differentgrade, annual income, job title for group as objects, analysis of variance of the sampledata. The results show that the occupational characteristics and the motivating factorsensitivity of college teachers are significantly vary from grades, titles, and annual income. Finally, with the university teachers' knowledge work output as the dependentvariable, conducting the sample data of the professional characteristics in factoranalysis.②Create a knowledge-based system model of university teachers, this paperputting forward the model of organizational structure and the model of the operationmechanism of the system analysis.
Third, establish a university teachers’ performance management system as well asincentive system.①Benchmarking management thoughts will be applied to themanagement field where difficult to measure the university teachers performance.Analysing leverage performance-based management’ overviews, implementationsteps and the advantages, constructs a university teachers performance managementsystem which based on the leverage.②Design knowledge-based Teacher Incentivesystem, and pointing out that the university teachers incentive system design purposeas well as principle are based on the benchmarking and knowledge. This paperdiscusses the knowledge which based on the university teachers' incentive systemprocess and method.③In A university case, the knowledge-based university, not onlydemonstrate the feasibility as well as the value of the program, but also make a modelfor knowledge-based university teachers’ incentive management method to popularizeand apply.
引文
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