Research On The Efficiency And Optimization Path Of Teacher Appointment System In China’s Universities

Building world-class universities and first-class disciplines is a major strategic decision made by our Party and the country in the face of global higher education competition as well as the historical mission of higher education in the new era,which can not be realized without the support of high-level talents.In order to achieve this goal,universities in China have promoted the strategy of strengthening schools by talents,invested huge human,financial and material resources,and actively participated in the global talent competition.The teacher management system,which is the core of the talent and personnel system and mechanism in universities,has become an important breakthrough for many universities to carry out our reforms,and the establishment and improvement of teacher appointments has become the major focus point for the reform.However,any major system reform is accompanied by pains,and some universities in China that have carried out the reform of teacher appointment system in advance have encountered greater resistance at the operational level of the system:The problems of supporting laws,regulations and systems,the regional development differences of educational resources,the guarantee of institutional resources,the rationality and science of the system itself and the low operation efficiency of the appointment system all lead to the difficulty of the operation of the appointment system of university teachers in China.It is the proper meaning of the reform to think deeply about the internal logical relationship behind the problems,strengthen the core values and beliefs of the reform,find out the key points to restrict the improvement of the operational efficiency of the system,explore the optimization path of the teacher appointment system suitable for the current development of higher education in China,and meet the challenges of talent competition brought about by economic and social changes.This thesis takes the university teacher appointment system as the research object,follows the idea of combining theory and practice,and supporting history and reality.Under the framework of efficiency economic analysis,in accordance with the research context of theoretical basis-intrinsic cause-realistic questionoptimization strategy,Try to answer the following questions:(1)What is the development status of teacher appointment system in China? Why does the operation deviation appear?(2)What are the key factors that affect the operational efficiency of the teacher appointment system in China?(3)How to effectively evaluate the operational efficiency of the appointment system of university teachers in China?(4)How to further optimize the reform path of teacher appointment system?The introduction part of this paper briefly describes the overall background of the reform of the appointment system of university teachers,and combs the research content,research methods,research ideas and research significance.The theoretical basis part defines the related concepts of university teacher appointment system,and explores the latest research results on the operation efficiency of university teacher appointment system at home and abroad through literature review.The current situation of the system discusses the path selection,functional positioning,regular characteristics and influencing factors of the system in the operation process of the teacher appointment system in universities in China.In the empirical research part,combined with in-depth interview,expert review and text analysis,this paper puts forward the measurement indicators of the influencing factors of the operation efficiency of the university teacher appointment system,and constructs and verifies the index model of the influencing factors of the operation efficiency of the university teacher appointment system.The DEMATEL method is used to quantitatively analyze many factors of stakeholders such as government,universities,teachers and society in the model,and identify the key factors affecting the operation efficiency of university teacher appointment system.The efficiency evaluation part uses the development data of 53 universities directly under the Ministry of Education from 2008 to 2017,combined with BAM method and DEA model with the characteristics of Luenberger function to measure and evaluate the operation efficiency of university teacher appointment system in China.The international comparison part makes all-sided description and horizontal comparison from the aspects of the organization mode,operation mode,possible risks and reform direction of the teacher appointment system in foreign universities.The path optimization part puts forward the optimization path of university teacher appointment system under the synergy of multiple subjects in China.The conclusion and prospect part summarizes the conclusion of this study,and discusses the limitations of the study and the prospects for future research.The conclusions of this paper:Firstly,the key indicators affecting the operation efficiency of university teacher appointment system are as follows: scientificalness of system operation,stability of system,rationality of system,organizational identity,system cognition and ability and quality of management service personnel.Secondly,the investment Factors are the main reason for the low operating efficiency of the faculty appointment system in my country’s universities,and there are certain differences in the operating efficiency of university teacher appointment system between regions,showing a stepped distribution from east to west,but the difference between the central and western regions is not large,and the differences between them mainly from the level of input inefficiency.During the research period,the operating efficiency of the total elements of the teacher appointment system in our country’s universities was-0.36%.Technological progress rather than efficiency changes was the main reason for the slow decline of the overall operating efficiency of university teacher appointment system.Thirdly,during the study period,53% of universities in China have negative TFP values in the operation of the teacher appointment system,which directly reflects the reality of the inefficient operation of the teacher appointment system in China.However,combined with the comparative analysis of the operational efficiency of the teacher appointment system in universities from T-1 to T+5,it is found that during the study period,the TFP value showed a change similar to "W",while the general trend of the dotted line showed an obvious and sustained rise,which indicated that the overall efficiency of the employment system of university teachers in China was rising.The suggestions of this paper:We should give full play to the collaborative role of the government,universities,teachers and social stakeholders.From the aspects of policy loosening,resource support and relationship coordination to realize the scientific guidance of the government;from the aspects of system positioning,system guarantee and cultural construction to realize the efficient development of universities;from the aspects of system identification,collaborative growth and self actualization to achieve the high-quality growth of teachers;from environmental support,ideological guidance and system radiation to achieve the harmonious integration of the environment.The innovation of this paper: Firstly,combining the efficiency theory,mechanism design theory,stakeholder theory,psychological contract theory and other multi-disciplinary theoretical perspectives and methods,this paper deeply explores the complex organism of university teacher appointment system and shows the panorama,which provides abundant theoretical basis and support for the study.Secondly,it abandons the traditional theoretical interpretation research methods and speculative research paths,focuses on the perspective of the operation efficiency of the appointment system,and refines the research on the group of university teachers,expands the "theoretical territory" of the system efficiency,and deepens the understanding and understanding of the appointment system of university teachers.The third is to innovate the research method,with the help of DEMATEL method to identify the key factors affecting the operational efficiency of the appointment system of university teachers,and through the DEA model based on mathematical linear programming,which combines the BAM measurement method and the characteristics of Luenberger function,to calculate the value of the inefficiency of the appointment system of university teachers and the operational efficiency of all factors of the employment system of University teachers.However,due to the information sensitivity of the faculty appointment system,there are still some shortcomings in the quantity and timeliness of the data used;the research explanation only gives extensive suggestions from the macro level,and there are still some deficiencies in the classification evaluation of different types of universities,which leads to some limitations in this study.Future research will expand the sample size based on a large number of detailed information of university personnel system reform texts,and consider the comparative study and benchmarking study of different types of universities,or increase the expected output of university ranking and the unexpected output of teacher turnover,so as to consolidate the research content and enhance the practical significance of the research.