不同业绩津贴类型对高校教师激励效果的影响

The Influence of Different Performance Payment Systems on the Driving Effect of the Teaching Staff in Colleges and Universities

本研究探讨了业绩津贴的不同类型对高校教师激励效果的影响。结果表明:收入满意感及工作压力感是业绩津贴发挥激励作用的心理机制;3类津贴方案在实际激励效果上存在显著类型差异;3类津贴的主导激励模式分别为高工作压力型、低工作压力型、高收入满意感低任务压力型。

This paper explores the influence of different performance payment systems on the driving effect of the teaching staff of colleges and universities. The results of the research shows that both the satisfaction of the payment and the pressure of work are the psychological mechanism that function on the driving effect; the three different programmers vary greatly on the driving effect; the guiding driving mechanism of the three systems are separately high pressure of job, low pressure of work, and high satisfaction of payment with low pressure of work.