The Research Of Salary Encouragement To Universities Teachers

Salary is very important for universities to arouse teachers' enthusiasm and creative ability. In china, a majority university depends on government, but the universities do not use the fiscal appropriation from the government efficiently.Since 1999, in china, all the universities have reformed their system of salary and all the teachers' salary have been greatly improved. But many teachers are not satisfied with the improvement and their working enthusiasms have not gone with the salary.The aim of this paper is emphasis on salary incentive of universities teachers and tries to find some guiding theory and method, which can be play on practice. Based on the conception and interrelated theory of salary incentive, the paper brings forward a theoretical model.Seven key universities in Shanghai city, Zhejiang province and Jiangsu province were chosen as a questionnaire survey and the research results reveal that:1) The bulk of universities teachers are not satisfied with the level of overall salary. To the reform effect, the approval rate is not high.2) Most of teachers think, the salary still had" the secured job " the characteristic and the achievement quality had not become decide teachers' salary. The ways and means which to estimate the work ofteachers also are short of the simplicity and the validity. Most teachers hope the salary is public, but most of the universities don't do so.3) Regarding the external salary, the majority of teachers think the money has the enhancement to have a function.. Lower salary is the key factor to explain that outstanding talented people does not choose teaching as their career. In the salary exterior competitiveness and the internal uniform aspect, the majority of teachers do not satisfy. To the salary internal uniformity, most teachers think there exists unjust between the administrative staff and teachers.4) In the intrinsic salary aspect, the universities teacher feels that interpersonal contradiction, working pressure and family pressure are not the primary pressure, but the title promotion and to improve income are quite prominent. Most teachers think that the harmonious interpersonal relations, the independence, the service achievement as well as the individual growth are closest with the work enthusiastic.5) In the influential factors of salary incentive, the sex and the education level are not the influential factors. The time to be engaged in teaching and age are partly influential factors. The title and the discipline background are the main influential factors.At the last chapter, the paper puts forward some countermeasures for managers of universities.