中国大学教职招聘策略优化研究 ——基于60所高校的模糊集定性比较分析

大学人力资源建设与教职聘任标准问题广受社会各界关注。当前中国大学教职聘任标准的制定 与出台由大学内外部多因素促成，定性比较分析方法探讨这一复杂情境具有独特优势。本文选取 60所不 同类型大学作为研究案例，运用模糊集定性比较分析方法展开系统探讨，寻找影响中国大学教职获得标准 的各种条件变量组合。研究结果表明，中国大学教职获得标准趋同化现象严重，教职聘任可分为“优质匹配 型”“匹配失衡型”和“中度匹配型”三种类型。国内知名研究型大学可考虑进一步提升人才聘任待遇用以吸 纳顶尖人才；地方大学应避免盲目跟随研究型大学的聘任标准，制定契合自身实际情况的教职招聘策略；政 府管理部门应探索制定以市场调节为主、宏观调控为辅的人才流动政策，以有利于中国高校的整体性发展。

Research on the Optimization of Recruitment Strategies of Chinese Universities: A Fuzzy-set Qualitative Comparative Analysis Based on 60 Universities

The university faculty recruitment is a widely-concerned issue. At present, the formulation and promulgation of the employment standards of Chinese universities are driven by internal and external factors. Qualitative Comparative Analysis (QCA) method has unique advantages in exploring this complex situation. In this paper, 60 different types of universities are selected as research cases, and the fuzzy-set Qualitative Comparative Analysis (fs/QCA) is used to explore systematically, in order to find out the combination of various conditional variables that affect the standards for the faculty acquisition in Chinese universities. The results show that there is a serious assimilation of the standards for the faculty acquisition in Chinese universities, which leads to three types of university appointment: high quality matching type, unbalanced matching type and moderate matching type. Domestic well-known research universities may consider improving their employment remuneration in order to attract top talents; local universities should avoid blindly following the employment standards of research-oriented universities, and formulate their own recruitment strategies based on their own conditions; it is conducive to the overall development of Chinese universities to formulate a talent flow policy with market regulation as the mainstay and macro-control as the supplement.