A Study On Teachers Mobility Of American Research University

Mobility of American research university teachers mainly refers to the phenomenon of American research university teachers jobs transfer to other university in the same country or region and inter-university jobs vertical transfer. According to different criteria for the classification, American research university teachers type of mobility can be divided into the following categories:It can be divided into horizontal flow and vertical current flow according to the flowing direction; It can be divided into rigid and flexible liquidity flows according to pattern of mobility; It can be divided into academic flow and unacademic flow according to standard of mobility. American research university teacher mobility influenced by many subjective and objective factors, which include economic factors, such as wages and benefits, cultural factors, such as the culture of academic organizations, academic atmosphere, the academic profession, discipline, loyalty, social factors, such as academic labor market and family factors.American research university pays attention to the teachers mobility, manages the mobility of university teachers strictly, then gradually forms a systematic rules and regulations. American research university implement teacher appointment stick to the "hybridization" principle, opposed to "inbreeding", the main form of tenure system for teachers. Teachers mobility in university affects the scale and speed. American research university implement teacher promotion system, which emphasizes the "non-liter and go" principle that university teachers, that if you can not get promotion, you must leave the university, and flow to other universities. American research university implement part-time system, which provided strong intellectual support for mobility. Part-time university teachers are a mobile group, who flow from one university to another university, to promote the academic exchanges of the inter-school and between university and society, so as to maximize the sharing of resources to achieve the outstanding talent. Appointment, tenure system and promotion system characterizes the relationship of inbreeding and hybridization, active and passive mobility, job level and mobility direction. It is the system of protection for the mobility of research university teachers reasonably and orderly.Two-way interaction mode, which content of a number of rules and composition in American research university teacher management, is a system of university teachers matching employment status, a system of reasonable mobility for relative static state of American research university teachers. Research universities seek to create greater benefits for combination between university job status and teachers and the better social and economic benefits, which is the two sources of power for the mechanism of research university teachers mobility. Individual decision-making position of the subject for teachers in universities is the assurement of that the mechanism of research university teacher runs and keeps it in good working condition. Which individual teachers and university organizations must have a relatively independent decision-making position is the two basic premise of reasonable mobility university. American research university promotes two-way mobility of university teachers in the current process to maintain a normal metabolism and the "flow-stable-then current" state of dynamic equilibrium. American research generation of university teachers flow mechanism also has its objective basis, the needs of development of universities and teachers. Mechanism of American research university teachers mobility is result of the market mechanisms (including demand and supply sub-system, the price sub-system, competitive sub-system) effecting university teachers management system, market mechanisms and effecting management mechanisms each other. Effective involvement of market system and self-regulation in university teachers mobility play in different roles, consciously or unconsciously promote the flow of university teachers. American research universities on the one hand the establishes mechanisms of introduction "rigid" and "soft" to attract teachers and retain outstanding faculty, on the other hand, weed out unqualified university teachers, optimize the structure of university teachers team to maintain a reasonable and orderly mobility.American research universities study university teachers mobility management earlier and gain a set of effective liquidity management experiences of university teachers. First, definite rules of university teachers appointment and promotion; Second, sound social security system of university teachers; Third, hierarchical management system of university teachers mobility; Fourth, flexible system of university teachers mobility; Fifth, "hybridization" appointment system for university teachers; The sixth, "non-liter and turn" university teachers promotion system. We can learn from it to make the mechanisms of our country's university teachers mobility management. First, to build policies and regulations of university teachers mobility; Second, to improve the social security system of university teachers; Third, to establish university teachers mobility hierarchical management system; Fourth, to improve the mobility of university teachers flexible mechanisms; Fifth, to carry on "hybridization" appointment system for university teachers; The sixth, to carry on "non-liter and turn" university teachers promotion system.