The Influence Of "Up-or-Out" System On New Teachers

As an excellent system and incentive guarantee system,the "up or out" system has been well applied in colleges and universities since the United States.It is recognized as one of the most effective institutional arrangements for selecting and Motivating Teachers in western universities.Since 1993,Tsinghua University has been experimenting with the system of "up or out" in some departments,its practice in China has gone through more than 20 years.In recent years,more and more colleges and universities take "up or out" as an important measure of personnel system reform.At present,more than80% of the "first-class university" construction colleges and universities implement the "up or out" system,and some "first-class discipline" construction colleges and universities and ordinary colleges and universities also begin to implement the system.The implementation objects,steps and effects of the system are different.Generally speaking,it is in line with China’s national conditions and the interests of both universities and teachers.In order to further optimize and improve the system design of "up or out" and give full play to the maximum incentive effect of system,this study selects a "first-class discipline" to build university A.based on the analysis of the design and implementation of "up or out" system in University A,this paper discusses the impact of the system on new teachers,and puts forward the optimization strategy of the system.Under the background of profound changes in China’s academic labor market,the deepening of the reform of the appointment of university teachers,and the practical difficulties encountered in the personnel system planning system of a university,a university has initiated the system reform of " up or out ".From the four aspects of appointment,promotion,salary and assessment of new teachers,this paper analyzes the overall design of the system of "go without promotion" in a university,including the scope and procedures of employment,post setting and employment management,promotion conditions,promotion results,salary composition and assessment content.This research uses questionnaire survey and interview method comprehensively,it is found that the system has a certain incentive effect on the new teachers,but there is also something to be improved urgently.This system has an impact on new teachers’ work tasks.New teachers "attach importance to scientific research rather than teaching",tend to short-term research,produce "formal research","benefit research" and other "academic utility",and undertake more services.The system has caused the new teachers to increase their working hours,increase their working pressure,sacrifice their life and devote themselves to their work,reduce their organizational loyalty,become a vulnerable group,face challenges to their occupational safety and become "symbolic" adaptors of their academic identity.This study also studied the influence of institution on new teachers with different characteristics such as gender,age,marital status,subject and academic relationship.On the basis of finding out the problems and analyzing the reasons,this paper puts forward the optimization strategy of new teacher incentive.In the recruitment of new teachers incentive,we should implement classified management of positions,determine the standards for recruiting teachers,and increase external competition;In the promotion of new teachers incentives,we should set up the positions of "pre hired" associate professors,reconstruct the academic standards for promotion,and relax the quota limit in promotion;In the salary incentive of new teachers,we should fully implement the "annual salary system" and pilot the implementation of "academic leave";In the assessment incentive of new teacher,optimize the assessment and evaluation system,relax the index requirements for new teachers’ assessment within a certain period of time,and give full play to the synergy of administrative power and academic power.