The Study Of The Salary Incentive Effect On University Faculty

With the change in the practice of the Payment Management, the scientific system of salary incentive which is used to attract, retain and motivate talented people, is playing an increasingly important role and also being a major concern in the academic community. However, most of the studies on the salary incentive effect for the teachers in university start from some characteristic of the system, and focus on one single aspect of its internal factors or external factors or rest upon some "Fragmentary" stage of the Teacher's Growth. Whereas the influential factors of salary incentive effect are very multidimensional and contingent, it is fundamental to upgrade this effect when we put all the elements of compensation into a salary incentive model wisely. The key to upgrade the effect lies in how to study the influential factors of this incentive mechanism in a Multi-dimensional and dynamic way.On the basis of wage theory, motivation theory, contingency theory, incentive effect theory and the related research fields, this thesis, from the perspective of total compensation, tries to discuss the Intrinsic mechanism which can affect the incentive effect and the driving process of the dynamic salary for all the university teachers in their career development stage taking the middle-aged university teachers who are engaged in scholarship as a typical example. The following aspects are included:At first, by reviewing incentive effect theory and the integration of contingency theory, we are trying to redefine the compositional factors, influential factors, path elements of the total compensation, and pan out the Initial Construction of incentive system which is based on the characteristics of University Teachers, the influential factors of driving effect in the salary incentive system. According to their career development stage of all the university teachers, we build a TMS model for university teacher's career development and a model for the dynamic salary for all the university teachers.According to the salary incentive effect of university teachers who are engaged in scholarship and the relationship between all the elements of the total compensation, we build a driving mechanism conceptual model and make a lot of relevant assumptions. The conceptual model is made up by three elements:variables (the elements of the total compensation), moderating variables (regional factors and the individual elements), and dependent variable (survey indicators of salary incentive effect).In the empirical study, this thesis, based on the typical domestic research universities, makes a data collection and inspection of small samples, conducting a data collection of big samples and a confirmatory factor, analysis. Meanwhile, conceptual model is estimated, inspected, amended and adjusted in order to establish the ultimate theoretical model. Through 526 valid questionnaires we build an empirical data, and this thesis carries out an empirical study which discusses the action of the elements of the total compensation on the salary incentive effect of university. Studies have shown that the elements of the total compensation have exerted a significant positive effect upon the salary incentive effect of university, and the elements of the total compensation have a regulating effect to the incentive effect of university.In conclusion, based on the reality of the payment management in the typical research universities, this thesis finds out the solutions to driving mechanism for university teachers who are engaged in scholarship and the implementation to upgrade the salary incentive effect for university teachers who are engaged in scholarship. At the same time, in order to further improve the university teachers'payment system, put non-economic compensation into a main point of driving mechanism for university teachers, we provide a lot of operational responses on how to upgrade the salary incentive effect for university teachers.(1)The creativity of this thesis lies in the following three aspects: From the perspective of total compensation, this thesis redefines the compositional and influential elements affecting the driving mechanism for the domestic research universities teachers by considering the characteristic requirements of the teachers. To some extent, it breaks through the limitation of existing salary incentive effect in research universities by taking the factors, such as research platform, management involvement and promotion into non-economic compensation system. It also systematically defines the essence and connotation of salary incentive effect for domestic research universities teachers.(2) This thesis constructs "Dynamic Model of Salary Incentive Effect on Research University Teachers" which has been analyzed from three dimensions:management involvement, specializing degree and employment time range, from which we find the rule that "Non-economic compensation elevates with development of career stage". The phenomenon of dynamic requirement variation for research university teachers in different stages has been explained with powerful theoretical basis, which affects the disadvantage of wide and loose conception paradigm, and compensate for the shortcomings of existing "static model".(3) By applying the structure formula model into salary incentive effect research, this thesis constructs the conception model of "Salary Incentive Effect on Research University Teachers". Its influential factors (environmental factors, individual factors) have also been taken into the same conception model as the moderating variables, and they are analyzed with proofs. In this way, it breaks through the limitation of existing research model in which the influential factors have only been taken as the compulsory variables for nonparametric test. Therefore, it further exposes the function mechanism of compositional factors, influential factors and salary incentive effect.