A Study Of Faculty Employment-appointment System In Angle Of View Of Academic Profession

Building human resource management system under the socialist market economic system is the key to establish modern university system. As the core of personnel system reform in higher institutions, the reform of China's faculty employment-appointment system has gone into a deeper phase. However, which form should faculty employment reform take? How to practice this reform on and off campus? With regard to these issues, there have been a lot of disputes. Most of higher institutions that have carried out the reform of faculty employment system have fallen into a dilemma when they put the reform into practice, since they cannot reach a consensus on the issue. Based on the research method of understanding the validity and rationality of a system in penetration of system procedure, the dissertation makes attempts to propose a feasible route for the reform of faculty employment under the frame of theory analysis.The dissertation first elucidates the connotation and characteristics of academic profession. It is the working style and nature of academic profession that shape the distinct organizational characteristics of the universities in which academician is the key determinant, which makes the faculty employment system manifest its particular managerial characteristics when it makes use of some modern human resource management theories, because it is both restricted by the legitimacy and the efficiency. Efficiency means universities employ competition to select and inspirit faculty, make the personnel decision according to their performance and visible production, and plan out the personnel process—employment, promotion, tenure and merit according to the principle of efficiency. Legitimacy refers to the following factors such as the value advocated by the academicians, academic criterion, social obligation and some non-economic inspiriting factors. The efficiency and the legitimacy that is rooted by the academy are not always changing in the same direction. During the development of universities, the relationship among the government, market and academy exerts deep influence on the selection of faculty employment system and decides which play the more important role between the efficiency and the legitimacy in concrete historical condition.Based on this theory analysis, the dissertation discusses the history, present and reform of the faculty employment system in foreign countries. It explores the deep-seated rule and value of the system and also analyzes the trend of reform and problems existed.The dissertation mainly focuses on the reform of faculty employment system that has been hotly carrying on among China's higher institutions. Although China's universities followed the European university system, they have some unique characteristics that are distinct from western counties due to the profound influence of traditional Chinese culture and different system context , which therefore makes China's reform of faculty employment system originate from different consciousness and chooses a different reforming path. This dissertation explores the main problems existing in China's reform of faculty employment system through the following three aspects: history, policy and management institutions, and then argues that as for China higher institutions, Chinese government still plays dominant influence; the market gradually exerts some influence, while academic power is still relatively weaker. Being confronted with the policy targets set by the government and the development pressure of their own, it is necessary for higher institutions to apply the rule of competition to the faculty employment system in order to improve the operating efficiency and benefit, making efficiency, effectiveness and performance as the main purposes while making decisions. Thus faculty employment system gives efficiency mechanism priority. However, the weakening of academic power, dissimilation of academic review system, lack of system guarantee of academic regularity and academic freedom, and the deviation of the ideas, all together prohibit the legal mechanism from functioning as restricting and balancing role in the reform of faculty employment system, which as a result makes the reform go on slowly and difficultly.Then what path should the reform of faculty employment system choose to take? Aiming at this question, the dissertation discusses the reforming path in the perspective of the following four relationships as stability and flowability, equity and efficiency, stimulus and restriction, and regular management and flexible management, then concludes that properly dealing with the above four relationship under concrete conditions lays foundation and sets creative direction for the reform of faculty employment system, and can make the reform proceed more smoothly.The dissertation aims to review the reform of faculty employment system and propose some suggestions. According to the institution-establishing tasks confronting the universities during the transition period of society, the dissertation suggests that while establishing interior institution, it needs to regard the academic as the essence and basis, and it also requires scientific management for the system reform; on the other hand, when building exterior institution, it is necessary to create a good system environment in which the government, academic labor market, laws and organizational culture interact with each other properly and adequately.