本文關鍵詞：高校薪酬、教師組織承諾與工作績效的關系及管理機制研究　出處：《河北工業(yè)大學》2014年博士論文　論文類型：學位論文

  更多相關文章： 高校薪酬 教師組織承諾 工作績效 管理機制

【摘要】：回望管理科學百年歷程的跌撞起伏，細究之下，可以發(fā)現(xiàn)各種學派、思潮其研究的本質(zhì)最終莫不歸結于對組織績效提升的研究。隨著以知識為主宰的21世紀的到來，高校作為擁有最為先進的、豐富的知識型人才資源的前沿陣地，其人才資源的整體素質(zhì)與績效水平，已然成為保持各自核心競爭力的關鍵所在。學者們對如何能卓有成效地激勵和調(diào)動廣大教師提高績效的研究也是方興未艾，這體現(xiàn)于我國正在如火如荼進行中的高校管理體制改革中，而這其中又以促進績效提升的薪酬制度改革尤為重要�；诖耍疚恼归_了對高校薪酬與工作績效的相關研究，以期部分打開兩者之間的“黑箱”，建立有利于績效水平提高的合理的高校薪酬管理體系，促進高�？沙掷m(xù)發(fā)展。 在研究過程中，本論文通過文獻資料閱讀、實地訪談等逐步發(fā)現(xiàn)，隨著高校管理方式的日趨扁平化，高校賦予了教師越來越多的自由度，教師的忠誠度對于一個高校而言日益重要，，高校需要教師的承諾。為此尋著這樣的路徑，將教師組織承諾這一心理驅(qū)動機制引入到高校薪酬與工作績效的研究中，進而通過對高校教師、人力資源管理專家以及高校相關管理者兩輪的質(zhì)性研究挖掘出了高校薪酬、教師組織承諾及工作績效的內(nèi)部變量；通過對回收的689份有效問卷的實證分析和對文獻的再研究，提出了研究假設，并逐一得到了驗證，最終得出了教師組織承諾是高校薪酬與工作績效之間的中介變量、其中教師情感承諾的中介作用尤為顯著、非經(jīng)濟性薪酬作用十分凸顯和經(jīng)濟性薪酬晉升渠道的廣度影響顯著這四點結論，并據(jù)此構建了以提高績效為目的的高校薪酬管理機制。具體地說本論文的貢獻以及創(chuàng)新點主要有以下三個方面： 第一、通過文獻梳理與質(zhì)性研究，探究高校教師工作績效價值創(chuàng)造機理。以往組織承諾的研究中過于集中教師離職等退縮性行為，而忽視工作績效的重要性，鑒于此，本文整合相關文獻，并通過實地訪談，歸納總結教師工作績效前因和后果變量，探究其生成及價值創(chuàng)造機理。 第二、構建了教師組織承諾與高校薪酬和工作績效的概念模型。通過質(zhì)性研究、實證研究等手段進行了驗證，得出了教師組織承諾是高校薪酬與工作績效之間的中介變量等研究結論。 第三、在經(jīng)濟性薪酬管理機制方面，針對高校自身的特點和本論文的研究結論，修正與優(yōu)化了“績效工資制”和“寬帶薪酬”政策，提出了高校混合型薪酬策略——“類寬帶薪酬”政策。其既保障了教師的基本利益，又給高績效教師更寬的晉升路徑，更好地激勵教師積極工作，也為高校薪酬管理提供了一個新的管理思路，可以更為有效的促進教師個人和學校的可持續(xù)發(fā)展。
[Abstract]:Looking back at the ups and downs of the century-long course of management science, we can find all kinds of schools under careful study. The essence of the research of ideological trend is ultimately attributed to the study of organizational performance improvement. With the arrival of the knowledge-based 21th century, colleges and universities as the most advanced. The abundant knowledge type talented person resources front position, its talented person resources overall quality and the performance level. Has become the key to maintain their core competitiveness. Scholars on how to effectively motivate and mobilize teachers to improve performance is also in the ascendant. This is reflected in our country is in full swing in the reform of the university management system, and this in turn to promote performance improvement of the pay system reform is particularly important. Based on this. This article has carried on the related research to the university salary and the work performance, in order to partially open the "black box" between the two, establish the reasonable university salary management system which is advantageous to the performance level enhancement. Promote the sustainable development of colleges and universities. In the course of the research, this paper through literature reading, field interviews and other gradually found that with the flatness of university management, colleges and universities have given more and more freedom to teachers. The loyalty of teachers is becoming more and more important for a university, and colleges and universities need teachers' commitment. The psychological driving mechanism of teachers' organizational commitment is introduced into the study of college salary and job performance, and then through the research of university teachers. Two rounds of qualitative research on human resource management experts and related managers of colleges and universities have excavated the internal variables of college salary, teachers' organizational commitment and job performance. Through the empirical analysis of 689 valid questionnaires and the re-study of the literature, the research hypotheses are put forward and verified one by one. Finally, it is concluded that teacher organizational commitment is the intermediary variable between salary and job performance, among which the intermediary role of teachers' emotional commitment is particularly significant. There are four conclusions that the role of non-economic compensation is very prominent and the breadth of the promotion channels of economic compensation has a significant impact. On the basis of this, the paper constructs the salary management mechanism of colleges and universities aiming at improving performance. Specifically, the contributions and innovations of this paper are as follows: First, through literature combing and qualitative research, explore the value creation mechanism of university teachers' work performance. In the past, the research of organizational commitment focused too much on the withdrawal of teachers, but ignored the importance of job performance. In view of this, this paper integrates the relevant literature, and through field interviews, summarizes the teachers' work performance factors and consequences variables, and explores its formation and value creation mechanism. Secondly, the paper constructs a conceptual model of teacher organizational commitment and college salary and job performance, which is verified by qualitative research and empirical research. The conclusion is that teacher organizational commitment is the intermediate variable between salary and job performance. Thirdly, in the aspect of economic compensation management mechanism, according to the characteristics of colleges and universities and the conclusion of this paper, the policies of "performance pay system" and "broadband salary" are revised and optimized. This paper puts forward the mixed salary strategy of colleges and universities, which not only guarantees the basic interests of teachers, but also provides a wider path of promotion for high performance teachers, and encourages teachers to work actively. It also provides a new management idea for college salary management, which can promote the sustainable development of teachers and schools more effectively.
【學位授予單位】：河北工業(yè)大學
【學位級別】：博士
【學位授予年份】：2014
【分類號】：G647

【參考文獻】

相關期刊論文 前10條

1 周菲;張傳慶;;高績效工作系統(tǒng)對員工工作行為的影響——心理資本中介作用的實證研究[J];北京社會科學;2012年03期

2 康錦江,楊春江,張化東;知識員工的組織承諾及對工作努力度和滿意度的影響[J];東北大學學報(社會科學版);2004年06期

3 成瓊文;曹興;;研究型大學教師全面薪酬激勵效應的實證研究[J];系統(tǒng)工程;2009年11期

4 張慧潔;;從價值取向看美、英、日三國高校教師工資制度改革[J];教師教育研究;2009年04期

5 王勇明;付鵬;郭堅華;;高校教師薪酬滿意度及影響因素探析[J];高教探索;2008年03期

6 于博;劉新梅;白楊;;高校變革型領導行為對教師組織承諾的影響研究——以普通高校的二級學院為例[J];高教探索;2009年01期

7 陳樂一;陳潔;魏紫;;薪酬理論及其對完善我國高校教師薪酬制度的啟示[J];高教探索;2011年02期

8 姜海珊;;香港公立高校教師薪酬制度與激勵機制及啟示[J];高教探索;2012年03期

9 劉智強;廖建橋;李震;;員工自愿離職傾向關鍵性影響因素分析[J];管理工程學報;2006年04期

10 段錦云;鐘建安;;工作滿意感與建言行為的關系探索:組織承諾的緩沖影響[J];管理工程學報;2012年01期

本文編號：1415143