Incentive Analysis And System Optimization Of Salary System To Chinese University Teachers

Higher education plays a decisive role in the development of national economy and social progress. The faculty are the core characters for the development of colleges and universities as well as academic innovation. While,compensation is the core problem of human resource management. Under the background of globalization of talent flow, the internationalization of talent competition, the limited education funds, how to maximumly attract talents, retain talents, inspire talents in colleges and universities is a pressing matter to the college’s governors and pedagogues. Currently, the compensation system has achived a lot in motivating the faculty in colleges and universities.However,some problems are still existing,eg,academic fraud, academic bubble, research funds cheating and so on.Therefore,it is particularly important to design with the maximum incentive effects compensation system to encourage the University Teachers’job autonomy and the level of efforts and to inhibit their unreasonable behaviors.First and foremost,this research combs the reform process of Chinese universities compensation system over the last hundred years and its incentive effects on university teachers by documents analyses.Secondly, the dissertation sanalyse the compensation system’s incentive effects on Chinese university faculty in nowdays by the use of theoretical analysis research methods and interdisciplinary analysis.On the basis of a brief analysis of the remuneration system of positive incentive effects of university teachers,we mainly focuse on the analysis of existing problems in the college faculty motivation.Thirdly,five reasons are clarified about the compensation system of university faculty incentive incompatibility, which are limited funds,unscientific evaluation system, imperfect correlation system and so on. Fourthly, we select two countries, Germany and the United States, analyzing the incentive of the compensation system for the faculty in their colleges and universitis by the use of comparative analysis method,referring to some of their useful practice for optimizing the service of our university teachers’compensation system reform. Based on the above analysis, in order to optimize the university teachers compensation system, this paper finally put forward several suggestions,such as the reasonable determination of university teachers’ salary levels, increasing the salary sources;a sound incentive compatible salary for performance inspectional system;improving the withdrawal mechancism and feedback mechanism,which were associating with the existing system;according to the characteristics and requirements of the faculty to make the compensation system full of more humanity; timely encouragement combining with long-term incentives and paying more attention to the role of non-economic compensation.