象牙塔里的薪资定价:中国高校教师薪资影响机制

Salary in the Ivory Tower:The Influencing Mechanism of University Faculty Salary in China

教师薪资是高校对教师努力工作的物质肯定,薪资不仅直接影响教师的职业满意度、学术产出和教学投入,同时也是高等院校吸引、激励、稳定核心人才的重要途径。本文利用相关数据,着眼于宏观和中观层面,从外部劳动力市场的薪资外部竞争性与高校资源筹措机制来阐释高校教师薪资溢价的形成机制。研究发现:1.与2003年之前的高增长态势相比,近年来高校教师薪资呈低增长趋势,区域间、院校间薪资差异明显,高校教师薪资已形成以"市场驱动"为主、"财政保障"为辅的二元结构;2.教师薪资定价受到区域学术劳动力市场薪资水准的显著影响,但在知识密集型行业未形成有效的外部竞争性;3.院校资源筹措机制成为影响高校教师薪资定价的重要因素,院校的经费充裕性、外部资金筹措力度对教师薪资具有显著影响,且在市场驱动型薪资部分作用更为显著。

Faculty salaries,as the pecuniary reward for academic work in higher education institutions(HEIs),directly affect career satisfaction,commitment to teaching,academic productivity,and HEIs' ability to attract and retain highly qualified faculty members.Through a multilevel methods approach and from macro-and meso-levels,the study seeks to understand the influence mechanism of faculty salary by analyzing the external competitiveness of faculty salary in the labor market and characteristics of funding system in colleges and universities.The study highlights four important findings:(1) faculty salaries tend to be higher in the most developed regions on the eastern coastline.Comparison of less well-developed middle and western regions indicates that the average faculty salaries are lower in the middle regions.Inter-institution differences occurred between research institutions and all other HEIs;(2) a dual structure of faculty salaries,where the 'market-driven' component dominates and the 'state-ensured' fraction supplements,has taken shape;(3) external market drives faculty salaries up through competition,but only in a limited fashion.While faculty salaries tend to be higher where there is more competition among institutions,salaries of the knowledge-intensive industries within the same regions are negative significantly associated with faculty salaries;(4) institutions' revenue generating capacities are significantly positively correlated with faculty salaries,especially the 'market-driven' component.