本文選題：高校教師 + 周邊績效　； 參考：《中州學刊》2016年11期

【摘要】：周邊績效不是組織的整體績效,也不能替代任務績效指標對個體進行考核,但忽視周邊績效的考核是不完整、不客觀的,會對組織成員實施積極正向的周邊行為、形成健康的組織文化產(chǎn)生負面影響,最終影響組織長遠發(fā)展。高校教師作為知識型工作者,其周邊行為的投入與產(chǎn)出難以用具體的指標進行量化,僅僅用定量的任務績效指標不足以體現(xiàn)其實際貢獻。高校教師周邊績效對高校整體績效目標的達成以及健康校園文化的形成和高等教育的長遠發(fā)展等,都有極大的促進作用。應當基于任務績效和周邊績效的二維績效觀,構(gòu)建差異化激勵模式,規(guī)范高校教師周邊績效管理,完善高校動態(tài)績效考核制度,最終推進高校校園文化建設(shè),發(fā)揮大學應有的功能。
[Abstract]:The peripheral performance is not the overall performance of the organization, nor can it replace the task performance indicators to assess the individual, but ignoring the peripheral performance evaluation is incomplete and impersonal, and will implement positive positive peripheral behavior to the members of the organization. The formation of healthy organizational culture has a negative impact on the long-term development of the organization. As a knowledge worker, it is difficult for college teachers to quantify the input and output of their peripheral behavior, but it is not enough to use quantitative task performance indicators to reflect their actual contribution. The peripheral performance of college teachers plays a great role in the achievement of the overall performance goal, the formation of healthy campus culture and the long-term development of higher education. Based on the two-dimensional performance view of task performance and peripheral performance, we should build a differentiated incentive model, standardize the performance management around teachers, improve the dynamic performance appraisal system of colleges and universities, and finally promote the construction of campus culture in colleges and universities. Give play to the function that the university should have.
【作者單位】： 云南工業(yè)干部學院;昆明理工大學管理與經(jīng)濟學院;
【基金】：國家自然科學基金項目“基于界面管理的創(chuàng)新團隊和諧管理機制構(gòu)建研究”(71263031) 云南省哲學社會科學創(chuàng)新團隊支持項目“組織行為與復雜行為決策”(2014CX05) 昆明理工大學人才培養(yǎng)基金資助項目“高校教師工作壓力因素辨識與對策研究”(KKSY201408077)
【分類號】：G645.1
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本文編號：1820439