Study On Teachers’ Compensation Mental Accounting Of Chinese University

With the broadbanding of compensation system and the generalization of compensation policy promoting in-depth, psychology, behavioral economics and other related theories were introduced into human resource management research in academic world, which largely expanded compensation incentive factors and provided a highly individualized approach to study compensation incentive management. Since high education institutions play a key role in realizing the strategy of developing the country through science and education and innovation driven stratety, it is not only a vital element to promote the development of high education in China via improving human resource management in universities to enhance unversity teachers working enthusiasm and initiation, but also is the key point of carrying out the compensation management system reform. However, there are still a lot of problems in the Ghinese university teachers’ compensation incentive system. Compensation system was not designed according to the heterogeneity that unversity teachers required; what’s more, university teachers’non-monetary demand was not fully valued. Therefore, it is an urgent and brand-new research subject for scholars to introduce mental accounting into university teachers’ compensation management system and to master university teachers’ compensation mental coding, classification and valuation process. It would increase personal value identity and inspire teaching and research potential to the utmost by the means of putting forward scentific and rational university teachers’ compensation management strategy on the basis of mental accounting.In the perspective of mental accounting, this dissertation aimed at the problems existing in the evolution of the compensation system and incentivation model. Management, psychology and behavioral economics etc. multidisplinary study methods were applied to study the university teachers’compensation incentivation. The research was developed along the thought of proposing the research problem, differentiating the basic theory, analysing the present situation and factors, expounding logical relations and bringing forward management strategy. The concrete research contents are as follows.Chapter One is introduction. Combining with the latest research on university teachers’ compensation management and mental accounting of scholars at home and abroad, this part clarified social background and research significance and presented the research frame and methods, and then illuminated the main purpose and technique route.Chapter Two provided the theoretical basis of university teachers’compensation incentivation and mental accounting. The types and their functional mechanisms of university teachers’compensation mental accounting were analyzed and refined through probing into compensation incentivation, mental accounting and other relevant resesarch conclusions. Specifically, the main four types of university teachers’compensation mental accounting refer to revenue account, saving account, expenditure account and emotional account; while the functional mechanisms of university teachers’compensation mental accounting are non alternative, value funtion and hedonism coding respectively.Chapter Three is about the analysis of university teachers’ mental state on compensation and its influence factors. Full and accurate questionnaire was designed to investigate university teachers’compensation in China, which was intended to offer an insight into different levels and different types of teacher groups’ compensation levels and compensation satisfaction in east-central-west regions of China. The results showed that the overall level of university teachers’ compensation is flat and the general compensation satisfaction is low as well. Accoding to the university teachers’ compensation satisfaction influence factors variance analysis result, age, academic degree, title, administrative level, region and displine were the significant factors that influenced compensation satisfaction, whereas gender, seniority, compensation level were not.Chapter Four is about the monetary compensation mental accounting of university teachers.In this section, the characteristics of monetary compensation mental accounting of university teachers in China were analyzed comprehensively and systematically by promoting the implict structure, mental programming and mental discount. First of all, factor analysis, which was conducted on each index of monetary compensation system, revealed the three dimensional implicit structure of unviersity teachers’monetary compensation mental accounting. Secondly, mental coding rules indicated that subsidies and allowances, relative-visiting compensation, teacher housing, housing fund and performance-related payment play a more important role in monetary compensation mental accounting and have a greater incentive effect on teachers, while the other types of compensation were on the contrary. Lastly, measurement regression study was carried out to analyze the mental discount of monetary compensation mental accounting of university teachers. The result suggested that the mental discount of unversity teachers’ monetary compensation is serious in general, and the mental discount is more often affected by teachers’ displines and adminitrative level.Chapter Five is about the non-monetary compensation mental accounting of university teachers. On the basis of Chapter Four, the characteristics of non-monetary compensation mental accounting have been dissected comprehensively in terms of implicit sructure, mental programming and mental discount. Some significant facts have been found out. Firstly, non-monetary compensation mental accounting of unversity teachers possesses the three dimensional implicit structure as well. Secondly, university teachers showed mental coding rules to different types of compensation. Compared to the other factos, it has a much remarkable incentive effect on university teachers by providing training and academic communication opportunity, strenthening the constuction of laboratary, improving teaching conditions, forming scientific research team and offering good development platform, paid holiday and health examination. Thirdly, university teachers have strong perception for the discount of non-monetary compensation mental accounting. The result of regression analysis showed that mental discount is more suspectible to displine, administrative level, institution type of higher education and salary range. Fourthly, university teachers prefer non-monetary compensation to monetary compensation.Chapter Six is about compensation management strategy in universities based on mental account. In the light of compensation inventivation theory and the research conclusions made above, the university compensation management strategy and programme would be optimized at technical level, system level and culture level. At the technical level, specific ways should be taken to optimize university compensation manegement from both monetary and non-monetary; at the system level, mode selection of compensation incentive management should be optimizd in the perspective of autonomy and individuation; at the culture level, vision guiding of university compensation incentivation should be optimized from university development stratety, organizational culture and humanism management and so on.Chapter Seven is about the research conclusions and prospect. The research conclusions on university teachers’ compensation mental accounting were drawn; meanwhile, the innovation of this dissertation has been pointed out. Besides, the limitation and future research problems were discussed in this section.