中國大陸大學教授之績效導向薪資制度研究

論文摘要對數千年來將「師生」關係轉換為人倫關係的古老中國，教師不只是一種職業，更是一種身份。以大學教授而言，更在「身份」之外，被賦予一種以高深知識之霸權之掌握的崇高社會地位。中國大陸之對大學教授之薪資制度，進行績效導向之改革，委實是讓大學脫離長久以來之「惰性」，進而競爭力，得以被激發及催化。本研究以文獻分析法及歸納法，對中國大學所推動之一連串教授之薪資改革，並就其實施績效工資的現況進行研究，經文獻分析法之進行及歸納分析結果，得出本研究之結論有三項。一、人的因素，是為大學教師績效工資，推動之最大的阻礙因素。唯有人的因素拿掉，能夠真正以事論事，如此績效工薪之特有的激勵特性，才能夠發揮並實現。二、中國高校教師在績效工資施行下仍呈現普遍性的低薪，因此其薪酬必須與企業同步，方具競爭力。三、績效工資之推動，是一項與時間及傳統慣性思維賽跑的長期拉鋸戰。方才能逐步教育民眾，也教育整個社會，高等教育已經是由市場供需所決定的商品，自然也應給予高校教授符合其職務的薪酬及敘薪制度。並於後續研究建議中提出兩項研究建議。一、中國高校教師薪資之擺脫「人」為制約的制度設計；二、台灣大學教授績效薪資之制度設計。

關鍵字

績效導向；薪資制度；教育商品化；大學教授；績效工資

並列摘要

Abstract For thousands of years, the Chinese eacher-student relationship has been converted to human relations. Teacher is more than an occupation and represents an identity. University professors are given a revered social status controlling the authority of advanced and in-depth knowledge in addition to their identity. The People’s Republic of China reformed the university professors’ salary system from a performance-oriented perspective. This reform can shed the long-existing “inertia” from universities and activate and catalyze their competitiveness. By using literature analysis and induction methods, we explored a series of reform on Chinese university professors’ salary and the implementation situation of performance-oriented salary. Through literature and inductive analyses, we obtained the following three results. (a) Human factors are the primary factors that impede the promotion of the performance-oriented salary for university professors. Only take the human factor off, and truly on facts, so the characteristics of the performance-related pay can be achieved. (b) Chinese university teachers in the implementation of pay for performance is still showing the generally low-paid, so their remuneration so the salary must be synchronized with the enterprise side competitive. (c) The promotion of performance-oriented salary system is a long-term marathon with time and against conventional thinking. Just to educate the public and the entire community gradually that the higher education is already a commodity supply and demand determined by the market, so university professors should be given in line with the pay and salary system of their duties. We proposed two suggestions for future studies. (a) The system design of university professors’ salary should remove the limitations of human factors. (b) The system design of performance-oriented salary for university professors should be adopted.