薪酬水平对高校教师科研生产率的激励——基于“全国大学教师调查”的实证研究
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摘要
薪酬对劳动生产率和工作绩效的激励作用被广泛认同,但高校教师薪酬水平对其科研生产率的激励效应缺乏实证检验。调查结果显示:薪酬水平对高校教师科研生产率具有显著的正向影响;薪酬购买力地区差异影响薪酬对科研生产率的激励水平;年龄、职称和博士学位比薪酬水平更能影响科研生产率;薪酬水平越高的群体其薪酬差距越大。高校应努力提高教师薪酬待遇水平,在薪酬制度设计中引入反映货币购买力地区差异的指标,重视学术氛围等非经济性激励因素的建设,合理处理薪酬中保障与激励的关系。
The incentive effect of salary on productivity and job performance is widely recognized, but the incentive effect of salary on faculty scientific research output is lack of empirical test. The result of a survey showed that salary level has a significant positive effect on the faculty research productivity. Purchasing power regional differences affect the incentive level of salary for scientific research output; age, rank and doctoral degree have more effect on scientific research output than the level of salary; and the higher the level of salary the higher the salary gap. Colleges and universities should strive to improve the level of teachers' remuneration, introduce the indicators that reflect the regional differences in the purchasing power in the design of the compensation system, pay attention to the construction of the non-economic incentive factors such as the academic atmosphere, and handle the relationship between the compensation and the incentive in the remuneration.
The incentive effect of salary on productivity and job performance is widely recognized, but the incentive effect of salary on faculty scientific research output is lack of empirical test. The result of a survey showed that salary level has a significant positive effect on the faculty research productivity. Purchasing power regional differences affect the incentive level of salary for scientific research output; age, rank and doctoral degree have more effect on scientific research output than the level of salary; and the higher the level of salary the higher the salary gap. Colleges and universities should strive to improve the level of teachers' remuneration, introduce the indicators that reflect the regional differences in the purchasing power in the design of the compensation system, pay attention to the construction of the non-economic incentive factors such as the academic atmosphere, and handle the relationship between the compensation and the incentive in the remuneration.
引文
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[2]张望军,彭剑锋.中国企业知识型员工激励机制实证分析[J].科研管理,2001,(11):90-96.
[3]陈涛.基于ERG的科技人员收入激励状况实证研究:关于江苏省南通市2600份调查表的分析[J].科学学研究,2008,(2):157-161.
[4]曾湘泉,周禹.薪酬激励与创新行为关系的实证研究[J].中国人民大学学报,2008,(5):86-93.
[5]Arnolds C A,Boshoff C.Compensation,Esteem Valence and Job Performance:An Empirical Assessment of Alderfer's ERG Theory[J].International Journal of Human Resource Management,2002,13(4):697-719.
[6]吴盛,葛惠龙,吴国军,詹欣,刘春辉.工资收入与劳动生产率关系初探[J].统计科学与实践.2013,(12):26-28.
[7]叶援.我国建筑业劳动生产率的实证分析[J].山东建筑工程学院学报,2004,(3):32-39.
[8]Seguino S.Is more mobility good?:Firm mobility and the low wage-low productivity trap[J].Structural Change and Economic Dynamics,2007,18(1):27-51.
[9]王增文.浙江省劳动生产率与工资关系的敏感性分析[J].公共管理学报,2010,(7):58-64.
[10]赵德平.高校教师薪酬激励感知与工作绩效的实证分析--以激励效果为调节变量[J].四川师范大学学报(自然科学版),2015,38(6):938-942.
[11]Kasten K L.Tenure and merit Pay as Rewards for Research,Teaching,and Service at a Research University[J].The Journal of Higher Education,1984,(4):500-514.
[12]李冲,张丽,苏永建.薪酬结构、工作满意度与高校教师工作绩效关系的实证研究[J].复旦教育论坛,2016,14(5):89-95.
[13]樊向伟,肖仙桃.科研产出高峰期研究的现状与问题[J].图书情报工作,2015,59(5):100-105.
[14]Bayer A E,Dutton J E.Career Age and Research-professional Activities of Academic Scientists:Tests of Alternative Nonlinear Models and Some Implications for Higher Education Faculty Policies[J].The Journal of Higher Education,1975,(3):259-282.
[15]袁东,郑中华.省际收入购买力差异的实证研究--以高校教师为例[J].中央财经大学学报,2013,(5):59-64.