Research On The Incentive Mechanism Of College Teachers From The Perspective Of ILM

In the future,the main impetus of China's economic growth will be transformed into human capital and technological innovation,which requires higher education to output high quality human capital first,and to provide more intellectual innovation as a think tank.Colleges and universities are human capital intensive,non-profit organizations,and are considered as a multi-objective matrix structure,while carrying the three functions of educating,scientific research and social service.Teachers are the core subject of the realization of the multi-objective function of the University.It is the heterogeneous human capital with the increasing marginal contribution rate.It has the greatest potential for efficiency optimization,and its efficiency mainly depends on the incentive mechanism of Internal Labor Market.From the perspective of institutional economics,the essence of development and perfection of ILM in Chinese higher education institutions lies in a process of combining compulsory institutional transition and induced institutional transition.With the establishment of the socialist market economy system,the government has gradually formed the institutional framework of "implementing post appointment system and contractual management" through compulsory institutional transition,forming a contractual relationship of explicit and invisible combination of ILM.At the same time,the inefficiency of "the adaptability of the new system in the course of the induced institutional change" is the focus of attention,which is mainly manifested in the efficiency loss caused by the multi task principal-agent relationship between the University and the teachers.From the perspective of ILM theory,it is necessary to study how colleges and universities can effectively motivate teachers to allocate resources reasonably between different tasks,improve their efforts and work performance.Besides,it is more important to encourage teachers to play the initiative and innovative work,to optimize the micro management model,improve the efficiency of human capital output and improve the efficiency of Chinese universities and colleges.It is of great significance to strengthen the international competitiveness.This article consists of seven chapters: chapter one provides an introduction;chapter two presents the literature as the basis and prerequisite for the research;chapter three to six comprise the main body of this paper,with an analysis of the arrangement and non-efficiency of ILM of Chinese higher education institutions in chapter three,analysis of the incentive schemes and the efficient of implement in chapter four,chapter five is based on previous two chapters and put forward the framework and hypothesis for incentive mechanism,empirical research in chapter six and suggestions and general conclusions in chapter seven.The introduction of the first chapter,starting from the research background,defines the research object,puts forward the theoretical and practical significance of the research,and reviews the relevant research achievements on ILM and college teachers incentive,meanwhile,It points out the shortcomings of the existing research and their reference to this research,and puts forward the research direction and research emphasis of this paper.In the second chapter,the key concepts and related theories in this paper are defined and stated,so as to lay a solid theoretical foundation for the follow-up study.The third chapter uses the method of induction and deduction to analyze and explain the ILM operation and non efficiency performance in Chinese universities.It is pointed out that the inefficiency of "the remnant of the old system in the process of compulsory system change" has been basically overcome under the macro institutional framework of "implementing post appointment system and contractual management".The inefficiency of "the adaptability of the new system in the course of the induced institutional change" is the focus of attention,which is mainly manifested in the efficiency loss caused by the multi task principal-agent relationship between the University and the teachers.The fourth chapter sets the efficiency of neoclassical economics and institutional economics into a total efficiency concept,and makes a theoretical analysis on the incentive mechanism of college teachers from the perspective of ILM.The results show that the whole is efficient,especially with micro static and dynamic efficiency.But in the long run,the efficiency of incentive will be diminishing.It is necessary to adjust the incentive mechanism to keep its dynamic and effective,and reduce the influence of the law of marginal decline.At the same time,in order to maintain efficiency,we should pay attention to the scientific rationality of the setting of performance signals and the flexibility and diversity of incentives.The fifth chapter,based on the basic theory of incentive,analyzes and constructs a framework for the implementation of the incentive mechanism of college teachers from the perspective of ILM,and gives a detailed demonstration of the principle of the role of the system.The research holds that when teachers are motivated by external motivation,the teachers are mainly motivated by the optimal contract arrangement,and the teachers are encouraged by the reputation mechanism for a long time,and the teachers are promoted through the tournament mechanism,and the promotion results will ultimately affect the salary and welfare.The incentive mechanism of motivation follows the psychological behavior mechanism of need,motivation and behavior.The starting point of the incentive mechanism is teachers' needs,and the teachers should be encouraged to use the management unit of the ILM in Colleges and universities around the reasonable needs of the teachers.The sixth chapter demonstrates the data in regards to the survey into job satisfaction and motivation as well as job performance,which goes through justification for effectiveness via the mode of SEM.The research finds that there is a difference between the path and effectiveness of research incentive and teaching incentive in universities,and the incentive mechanism of scientific research is better to achieve the incentive effect.The seventh chapter puts forward corresponding countermeasures and suggestions based on the problems found by the Institute.On the basis of systematic analysis and empirical verification of the characteristics,operating system arrangement and inefficiency of ILM in Chinese colleges and universities,this paper puts forward some suggestions on the construction of the future Chinese University Teachers' incentive mechanism from the perspective of ILM.This article makes an attempt to achieve innovation in regards to following perspectives:1.New standpoint to conduct research: it integrates the ILM theories from labor economics,contracts theories from institutional economics,and incentives & motivation from information economics as well as performance management from management when conducting a discussion about incentive scheme and efficiency for higher education faculties.2.New research methodology: it combines the theories between economics and management as well as the prevalent practice in China and establishes an analysis framework to implement incentive schemes for higher education faculties from the perspective of ILM.The adoption of SEM is also applied to justify the existence and effectiveness of potential path for the suggested schemes.