| 论大学教师薪酬制度的现状及优化 |
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| 引用本文： | 李碧虹,谭诗如.论大学教师薪酬制度的现状及优化[J].大学教育科学,2009(2):47-50. |
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| 作者姓名： | 李碧虹 谭诗如 |
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| 作者单位： | 湖南大学,教育科学研究院,湖南,长沙,410082 |
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| 摘 要： | 历经了几次制度变迁，中国大学教师薪酬制度不再以论资排辈为特征，年资不再是教师薪酬的决定性因素，业绩对教师收入有了很大的影响。但薪酬制度较为关注学术产出，对教师前期投资的回报则较少。注重产出的薪酬分配并非是最优的分配方式，原因在于不仅教师业绩难以量化，而且薪酬制度在发展中已越来越注重促进个人发展。大学教师薪酬制度应综合考虑教师学术产出和前期投入两个方面的因素。
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| 关 键 词： | 大学教师 薪酬制度 投入 |
On the Current Situation and Optimization of the Salary System of University Staff |
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| LI Bi-hong,TAN Shi-ru.On the Current Situation and Optimization of the Salary System of University Staff[J].University Education Science,2009(2):47-50. |
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| Authors: | LI Bi-hong TAN Shi-ru |
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| Institution: | School of Education;Hunan University;Changsha;Hunan 410082;China |
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| Abstract: | After several system changes,the present salary system of college staff in China is no longer seniority-based and staff's performances have more influences upon their income.The system still pays more attention to the teachers' academic output than the returns of staff's earlier stage investments.Focusing on teachers' output is not the best way for distribution.For one thing,the achievements of university staff are difficult to be quantified;for another,more and more attention has been paid to promote indiv... |
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| Keywords: | university staff salary system investment |
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