The Study On Interior Salary System Of University Based On Incentive Validity

University interior salary, works as the repayment and the approval to the teachers'work on one hand, and on the other hand as the incentive method to teachers. Therefore, the incentive validity of the university interior salary distribution is a very important problem. However, as a result of all sorts of reasons, there exist incentive low effect and invalid phenomenon in university's salary distribution system. It is deserved to be studied how to realize more effective incentive by reforming salary distribution system and carrying on the corresponding system construction. The research is not only the need to further deepen the reform, and enhance the university interior salary distribution system, but also the need to develop education administration theory and the practice. This article systematically studied the incentive validity of the universities interior salary system using Principle-Agent Theory, the course motivational theory and modern salary theory.This article first reviewed historical evolution of our country universities interior salary distribution system, and analyzed the necessity and possibility of the reform to universities interior salary distribution system based on combing current problems in distribution system. This article tried to discuss evaluation criteria of incentive validity from the course motivational theory, and analyzed incentive mechanism using Principle-Agent Theory, Information Asymmetry Theory and the Game Theory. This article believed that, the salary rank wide band, the salary structure simplification, the salary management multiplication, evaluation, the incentive and the reward correspond to are build the university effective incentive salary distribution system basic requests. Through analyzing the broad-banding salary and its compatibility, the article suggest building valid incentive salary system by introducing the broad-banding salary assignment pattern.