The Research On Pay Factor On High-level Talents Flow Between Universities

In recent years, with the widespread implementation of University Teachers’ Employment, faculties’ autonomy of mobility has been increasing. Due to the scarcity of high-level talents and their importance to the development of universities, competition for them intensified. However, the academic labor market in China is not yet perfect, the flow of talents lack of supervision, disorder or irrational phenomenon occurred so frequently that severely disrupted the national talent layout and the order of academic labor market. Universities in the eastern developed region use a large amount of money for academic stars that caused not only a fatal blow to other universities, but a widespread concern of the reasonable standard of salary of professor. How the pay factors affect the flow of high-level talents, how to rationally use the pay factors to protect the orderly flow and other issues are worthy of further study.In this paper, research methods mainly include literature analysis, questionnaire survey, case analysis, comparative study and so on. It is in the basic theory of universities high-level talents flow, incentive theory, foreign experience and take ZN University as an example that aims to provide a reference to improve China’s environment for the flow of high-level talents and to guide universities to improve the effectiveness of salary strategy. There are five parts in the full-text:Part One, Introduction. It mainly introduces the background of this papers, research purposes and research content, literature review, research significance, as well as research ideas and research methods. In the literature review, mainly includes the core concepts of high-level talents of university, high-level talents flow and faculty salary, influencing factors of high-level talents flows between universities, salary strategies for foreign universities to attract high-level talents and to protect the orderly flow of them. It clarifies the theoretical value and practical significance of this study.Part Two, an overview of basic theories. This part mainly overview Maslow’s hierarchy of needs theory,"Gresham’s Law, equity theory, wage theory of the equilibrium price and expectancy theory that in order to clarify the theoretical basis of this study. Part Three, pay factors on the flow of high-level talents in ZN University. Described in detail the structure of teachers’salary and the high-level talents import policy, for nearly a decade the flow of high-level talents, some high-level talents’working and living situation and liquidity reasons. This section provides a realistic basis for the study.Part Four, international experience. This section select the United States, Germany, Britain, respectively, summarized and analyzed the mode of determining high-level talents’ salaries, the flow of high-level talents, as well as pay factors on the flow of high-level talents in their country, this study broaden our horizon, and provides useful experience.Part Five, the policy recommendations of the pay factors to promote the rational flow of high-level talents between universities. Two levels of advices from the government and universities to promote the orderly flow of high-level talents and help universities with an effective salary strategy to attract high-level talents.