Study On Incentive System Of Chinese University Teachers

With the development of education in China,we must pay attention to the construction of teaching staff.Therefore, it is necessary to carry out scientific management, and take the appropriate incentives to stimulate the enthusiasm of teachers.On the theoretical starting point of university human resources management, through connotation definition of incentives, the paper made systematical analysis about the role of incentive system in university human resources management, analyzed basic theories that can be adopted by university teachers. These theories include content-based incentive theory,behavior-based incentive theory and extensive incentive theory. The effect of these theories on the research is also pointed out.Combining relevant materials, the paper summarized the overall status of incentives for university teachers. Followed scientific methods combining theoretical research and case analysis. The paper analysed cases in L Institute. The paper also conducted field research on demands, remuneration, post appointment and performance appraisal of teachers in L Institute, through questionnaires, document research and mathematical statistics.The paper analysed existing problems of university teachers incentives in L Institute,including inadequate demand analysis of teachers, unscientific incentive remuneration,irrational post appointment system and incomplete performance appraisal and so forth. It systematically explored and analyzed problems and reasons existed in universiy teachers’ incentive: ignoring the function of academic power; lack of flexibility in rewards and remunerations; existing mistakes in teachers’ post appointment system; and lack of innovation in education and training.The paper made exploration and research on the allocation of academic rights,remuneration, employment, training regarding university teacher incentives. Based on these findings, the paper compared and analysed successive incentive measures to university teachers in the United States, Japan and other developed countries. It provided theoretical basis and practical reference for us to improve our university teacher incentives.At last,the paper proposed measures to improve university teachers’ incentives: to create academic-oriented management model, to establish a comprehensive mechanism forremuneration and post appointment system, to design rational indicators of teacher performance assessment, and to create a platform for sustainable development of teachers.