Research On The Effect Of The University Salary Structure On Faculty Performance

The relation between faculty salary and faculty performance has become a hot topic in both higher education field and human resource area. The author mainly studied the mechanism of how salary structure affects faculty performance by taking teachers in university as the research object, using incentive theory and human resource theory and focusing on optimizing salary structure, enhancing incentive effect and improving faculty performance. First of all, by collecting, analyzing and summarizing the previous researches, the author perfected the definition, structure and influence elements of faculty salary structure, job satisfaction and performance. And then, the author constructed a "salary-incentive-performance" model, taking post salary, salary-rank salary, performance salary, allowance of the university salary structure as the independent variables, personal-evaluated satisfaction and organization-evaluated satisfaction of the faculty job satisfaction as the intermediate variables, and teaching performance and research performance of the faculty performance as the outcome variables. At last, the author analyzed the mechanism of how salary structure affects the faculty performance through job satisfaction by applying methods such as quantitative and qualitative ones and empirical research.Through independent sample T test and single factor variance analysis, the author has found that differences in subjects, academic background and gender lead to profound differences in job performance; intermediate teachers are in the lowest rank in overall performance, no matter teaching or research performance. Both teaching performance and overall performance correlate positively with the teaching years while the research performance is on the other way around.This article used structural equation model to analyze the data and test the path. The findings of the research are:teachers’job satisfaction does not affect their teaching performance but affect their research performance greatly; as to the salary structure, post salary, performance salary and local allowance all exert great influence to teachers’job satisfaction, and salary-rank salary does not affect the organization-evaluated satisfaction but the personal-evaluated satisfaction. On the whole, job satisfaction functions as an intermediate between higher institution salary structure and teachers’research performance while do not affect the teachers’teaching performance; research performance has great and positive effect on teaching performance.According to the findings, the author suggested that universities should optimize the salary structure configuration, distribute the proportion of fixed salary and performance salary reasonably. What’s more, universities should implement diversified salary management, optimize the performance appraisal, pay attention to organic combination of quantitative and qualitative assessment. Besides, universities had better increase the transparency of salary system, promote incentive effect systematism and so on.