论国外高校绩效工资管理的实施及其借鉴意义

高校绩效工资改革是事业单位绩效工资改革的重要组成部分。高校教师由于工作的特殊性,绩效难以评估,不适用企业绩效的考核办法。20世纪初,西方一些国家在教育界采纳了绩效工资的管理制度,取得了一些可喜成果。通过对西方国家高等学校绩效工资管理制度的探索和研究,借鉴他们一些成功的经验和做法,以期寻求适合我国高校教师绩效工资制度改革的途径。     

英美中小学教师绩效工资研究

英美中小学教师绩效工资的基本目的是招聘、挽留合适的教师,以激发教师的工作动力。但是,其带来的一系列负面影响也不容忽视,如忽视了未奖励任务、目标的一致性难以达成、透明度缺失、管理成本高昂、竞争取代了合作等。透视英美中小学教师绩效工资这一主题,对于推进我国义务教育教师绩效工资制度的实施具有重要的理论与实践意义。     

层次分析法在高校绩效工资分配中的应用

利用层次分析法,探讨了某学院基础部绩效工资的分配问题.首先根据团队的业绩,将绩效工资分配给基础部内的各个团队;然后根据个人业绩,将绩效工资在各个团队内进行完全的分配;最后总结了基于AHP的高校绩效工资分配的两种方法.     

高等学校绩效工资制度问题探究

高等学校绩效工资制度体现了岗位绩效和分级分类管理的理念,具有激发教工积极性、鼓励不断创新的功能。本文在总结绩效工资改革基本情况基础上,分析了绩效工资制度改革的现存问题,有针对性地提出了改进措施。     

高校教师薪酬公平性与薪酬结构满意度关系研究

本文探讨了高校教师薪酬管理公平性与薪酬结构满意度之间的关系。数据分析结果表明,教师薪酬管理公平性是影响教师薪酬结构满意感的重要因素,其中薪酬交往公平性对教师薪酬结构满意度的影响最为显著,此外还有分配公平性、程序公平性和信息公平性等因素的影响。     

The construct of teachers’ pay satisfaction: a case study of primary and secondary schools in China

The construct of teachers’ pay satisfaction is important to the systemic appraisal of teachers’ compensation. The study aims to probe the components of teachers’ pay satisfaction and verify this construct in primary and secondary schools in China. In-depth interviews with 24 teachers were conducted to propose a construct model for teachers’ pay satisfaction. A survey of 1,218 teachers was conducted to verify the teachers’ pay satisfaction construct, including its reliability and validity, with subjects recruited from 45 primary and secondary schools in 6 cities and counties. Another survey of 364 teachers sampled from 6 provinces was used to compare the proposed two-order model with Heneman’s four-dimensional model. Teachers’ pay satisfaction comprises pay results satisfaction and pay management process satisfaction. The former includes pay level and increase, promotion and training. The latter includes teachers’ engagement, openness and transparency of pay distribution, as well as the reasonableness of distribution rules. Teachers assign greater importance to relative pay than do workers in other occupations. Chinese teachers attach great importance to pay management process satisfaction.     

西藏高校教师工作满意度的调查及其提高对策

通过对西藏区内242名高校教师进行的工作满意度问卷调查发现,西藏高校教师的工作满意度包含学校管理、薪酬福利、工作本身、人际关系、科研压力等影响因素,整体满意度水平较高;西藏高校教师的工作满意度在性别、民族、年龄、学历上不存在显著差异,在职称、周课时量上存在显著差异。想要提高西藏高校教师的工作满意度,建议要强化"以人为本"的管理模式,注重对教师的物质关怀和精神关怀,注重提高高年龄、低学历教师的工作满意度,不断提升教师的整体素质,将教师工作满意度调查常规化,关注和解决教师心理问题。     

义务教育学校教师绩效工资激励效果的影响因素及归因分析——基于四川省的调查

四川省义务教育学校绩效工资制度自2009年1月实施以来,取得了较大的成效,但仍然存在着一些问题,激励效果欠佳。义务教育学校教师工作积极性是否提高与教师所在城市、职务、职称、教龄不相关,与教师所在区域、工资收入、绩效考核办法是否存在问题、奖励性绩效工资分配方案的满意度、奖励性绩效工资分配的公平感、奖励性绩效工资的满意度、工作快乐度、学校领导与普通教师奖励性绩效工资的差距大小等因素紧密相关。主要原因在于城乡存在区域差距、奖励性绩效工资的效价较低、外在奖励挤出内在动机、绩效考核办法与绩效工资分配方案凸显形式主义以及两种去激励的分配方式并存。     

幼儿教师工作压力与生活满意度的关联性研究

摘要:采用问卷调查法对511名幼儿教师进行调查,考察幼儿教师工作压力与生活满意度之间的关联,探讨心理资本和工作倦怠在其中的序列中介效应。结果表明:（1）幼儿教师工作压力、心理资本、工作倦怠、生活满意度两两显著相关;（2）幼儿教师工作压力对生活满意度的直接预测作用不显著,但分别通过心理资本、工作倦怠的独立中介作用以及二者的序列中介作用间接预测生活满意度。研究结果提示不仅要重视缓解幼儿教师的工作压力,降低工作倦怠,还要从提升幼儿教师心理资本、发挥个体资源的保护性作用等途径缓解工作压力对幼儿教师生活满意度的不利影响。     

义务教育绩效工资背景下教师工作满意度研究的三重境遇

在义务教育绩效工资政策全面推行、社会各界对教师工作满意度愈加关注的背景下,开展绩效工资背景下的教师工作满意度研究,不仅有助于进一步深化对义务教育学校绩效工资的理论研究,进一步拓宽教师工作满意度的研究视域,同时也能够为进一步完善义务教育学校绩效工资制度提供合理化建议,为进一步加强义务教育教师队伍建设提供理论依据。     

Performance Management for Teachers: Headteachers' perspectives

For the first time, the performance of teachers in England and Wales is being directly linked to their pay. This article traces the introduction and implementation of one strand of the UK government's performance-related pay strategy, Performance Management, from the perspective of 12 primary and secondary headteachers of schools located in three different regions of England. The empirical data gathered by the Teachers' Incentive Pay Project team, based at the University of Exeter, suggested while heads may not be against performance-related pay in principle, its practical application is seen as fraught with difficulties. The lack of guidance and clarification regarding funding arrangements, the absence of nationally agreed criteria for judging whether post-Threshold teachers should progress up the upper pay scale, and the potential divisiveness, if it is not effectively implemented, of the scheme in a culture that depends on co-operation and collaboration, meant that heads were anticipating the implementation of the link between pay and performance with some trepidation.     

Veteran teachers’ job satisfaction as a function of personal demands and resources in the relationships with their students

Many teachers experience their profession as stressful, which can have a negative impact on their job satisfaction, and may result in burnout, absenteeism, and leaving the profession. The relationship with students can have both positive and negative implications for the job satisfaction of teachers, both early and later in their careers. The current study focused on the relationship between veteran teachers’ job satisfaction and their aspirations in teacher-student relationships. Data were gathered among 12 Dutch veteran secondary school teachers, including interviews, the Questionnaire on Teacher Interaction, and the Questionnaire on Teachers’ Self-Efficacy. Veteran teachers’ job satisfaction appeared to be positively related to the extent to which their aspirations in teacher-student relationships had been realized. Teachers who had failed to realize their aspirations in teacher-student relationships showed relatively low job satisfaction, or avoided feelings of low job satisfaction by reducing the number of tasks that were directly related to teaching students. An implication for coaching veteran teachers is the need to pay more attention to the teacher-student relationship so that they can adhere to the way they would like to teach students.     

乡镇卫生院实施绩效工资政策的现状与建议

简述制定乡镇卫生院绩效工资政策的背景,对乡镇卫生院绩效工资制度实施现状进行分析,并针对存在问题,提出若干改进乡镇卫生院绩效工资政策的建议。     

高职学院教师工作满意度调查研究

为了解高职学院教师工作满意度的现状,找寻提升高职学院教师工作满意度对策的科学依据,运用《高职学院教师工作满意度调查问卷》对中南某省3所省属高职学院293名教师进行了调查。调查发现：高职学院教师的工作总体满意度较高,工作满意度由高到低依次为人际关系、工作本身、学校气氛、专业发展、管理制度、工作环境、薪酬福利;同时,高职学院教师存在一定程度的工作倦怠,并随年龄增大工作倦怠程度加重,而绝大部分教师不善于有效应对工作倦怠。     

农村初中体育教师工作满意度与幸福感调查与分析——以河南省南阳市为例

对河南省南阳市67名农村初中体育教师进行问卷和访谈调查,发现其工作满意度和幸福感状况为：得分总体不高;女体育教师得分显著或非常显著低于男体育教师;二者随着年龄增加而提高,但不同年龄段之间差异显著或极其显著;中学二级教师的分值最低;本科学历教师得分极其显著或显著低于大专及以下教师．由此建议同工同酬与倾斜性支持并用,着重提升女体育教师的工作满意度和幸福感;全面关照与特别关注相结合,提升不同年龄段教师的工作满意度和幸福感;专业发展和心理引导相结合,提升初级职称和高学历教师工作满意度和幸福感;营造和谐校园文化,为体育教师工作满意度和幸福感提升搭建平台．     

义务教育教师绩效工资政策执行中的问题及解决策略

义务教育学校教师绩效工资政策目标包括价值要素和事实要素。在政策落实过程中,面临绩效工资财政资金保障机制不完善、基础性绩效工资的分配体现绩效不够、奖励性绩效工资的考核缺乏经验以及政策之间的累积与延续等问题。要通过密切政策之间的相关性,明确各级政府的财政责任,更加强调省级统筹,把绩效考核的过程变成学习和实践现代教育思想的过程,完善绩效工资政策。     

Cross-country evidence on teacher performance pay

The general-equilibrium effects of performance-related teacher pay include long-term incentive and teacher-sorting mechanisms that usually elude experimental studies but are captured in cross-country comparisons. Combining country-level performance-pay measures with rich PISA-2003 international achievement micro data, this paper estimates student-level international education production functions. The use of teacher salary adjustments for outstanding performance is significantly associated with math, science, and reading achievement across countries. Scores in countries with performance-related pay are about one quarter standard deviations higher. Results avoid bias from within-country selection and are robust to continental fixed effects and to controlling for non-performance-based forms of teacher salary adjustments.     

高校实施绩效工资的策略探析

教育是国家大计,教育的质量关键取决于教师的素质.合理的工资待遇能够提高高校教师的工作积极性.实施教师绩效工资,能合理保障教师收入,提高教师的工资水平,吸引大量的优秀人才从事高校教师行业;引导教师不断提高自身素质和教育教学能力,建设高素质的教师队伍,促进高等教育的均衡发展.     

分布式领导对大学教师组织公民行为的影响--以态度因素为中介

随着教育的变革与发展,教师组织公民行为对学校办学目标的实现起着日益重要的作用。如何更有效地激发教师积极主动的行为,成为当前关注的重点,分布式领导为此提供了新的思路。本研究以大学教师为研究对象开展调研分析并构建模型,探讨了分布式领导对大学教师组织公民行为的影响机制,研究发现组织信任、工作满意度与组织承诺在分布式领导与教师组织公民行为之间起着重要的中介作用。建议发展分布式领导的组织文化,使教师拥有充分的专业自主权和对重要事务的参与权,完善学术评价与激励机制,为教师发展提供平台与机会,同时注重对组织信任和工作满意度尤其是组织承诺水平的提升,从而使教师践行更多的组织公民行为,进而提高学术组织绩效、实现发展目标。     

四川农村中学教师职业角色意识与职业倦怠的关系:工作满意度的中介作用

探讨工作满意度在农村中学教师职业角色意识与职业倦怠之间的中介作用.采用教师职业倦怠量表、工作满意度问卷和自编教师职业角色意识问卷对265名中学教师进行调查.结果表明:职业角色意识与职业倦怠呈显著负相关,职业角色意识对职业倦怠有显著负向预测作用;工作满意度在职业角色意识与职业倦怠之间存在显著的部分中介作用.研究表明,职业角色意识、工作满意度是教师职业倦怠的重要预测变量,工作满意度在职业角色意识与职业倦怠之间起部分中介作用.