新升格本科院校教师工作绩效评价指标体系研究——以X院校为案例的实证研究.pdfVIP

摘 要 目前高校之间的竞争日趋激烈，师资力量已成为竞争的焦点。但是传统的人事管理制度存在竞 争激励机制不够健全、评价考核机制不够完善等问题，不利于师资队伍的建设。高校要增强自身的 核心竞争力，人事制度改革势在必行。高校人事制度改革的目标是建立符合高校自身特点的现代人 力资源管理制度，其中一个重要方面就是建立和健全教师工作绩效评价机制。对教师工作绩效进行 科学的、合理的评价，不但是酬薪、培训、晋升等人事管理工作的基础，而且是支持教师提高自身 教学和科研水平的重要途经。 本文以现代企业人力资源管理的视角对高校教师工作绩效评价进行了初步的理论探讨，界定了 教师工作绩效评价的内涵以及绩效评价系统的构成要素，简要地分析了高校教师工作绩效评价的特 殊性；构建了一个比较完整和科学的新升格本科院校教师工作绩效评价指标体系，阐述了该评价指 标体系的构建原则、构建方法和指标体系的基本内容，着重对该评价指标体系进行了效度和信度的 检验，并运用 AHP 方法对该评价指标体系进行了权重设计；最后以 X 院校为例的进行了实证研究， 实证研究简介了 X 院校教师工作绩效评价的现状，分析了现状存在的不足，运用本文构建的评价指 标体系对 X院校聘用在讲师岗位上的教师工作绩效进行了模糊综合评价，并对评价结果进行了分析， 还就提高新升格本科院校教师工作绩效给出了建议。 关键字：高校教师；绩效评价；指标体系构建；实证研究. I Abstract At present, Competition among colleges and universities has become more and more intense and Teachers have become the focus of the competition. However, the incentive mechanism and competitive mechanism of traditional personnel management system are not sound enough, and also the evaluation mechanism is not perfect. In one word, the traditional personnel management system is not conducive in building up the teaching staff. To enhance their own core competitiveness, reform of the personnel system is imperative to universities. The aim of the reform is to establish a modern human resources management system, which is in line with their own characteristics. To establish and improve teacher performance evaluation became the top priority of university personnel management. The Scientific and reasonable performance evaluation of teachers could not only help us to carry out basic work of the personnel management, such as paying, training, promotion, but could also help teachers to improve their teaching and research capabili