高校教师薪酬差异的人力资本解释

On the Differences of Faculty Remunerations from the Perspective of Human Capital

对全国11个省份68所高校3612名教师的实证研究发现:体现在高校教师知识积累、学术视野、技能能力、经验与素养上的人力资本积累对其薪酬具有显著作用,具体表现为受教育程度、留学经历、在职培训、教龄对高校教师的薪酬差异具有显著影响,其中教龄对教师薪酬的作用最大,在职培训的作用最小。相对于学士学位的教师来说,拥有博士学位和具有留学博士教育经历对薪酬的影响更突出;国外访学对教师薪酬的效应更显著,国内信息技术单项培训对教师薪酬基本无影响;教龄对高校教师薪酬的影响较大,但多通过职称晋升来实现,在相同职称等级上工作年限对薪酬的影响并不显著。

It is an empirical study on faculty remuneration with the 3612 samples from 68 higher education institutions located at 11 provinces in China, based on human capital theo-ry. It finds that the accumulated human capital in knowledge, vision, capacity and skills, and experience of faculty members is with a significant effect. The details are that the degree of education, study abroad, on-job training, and the years of being academics impact on the faculty remuneration differences. Among these variables, the year of being academics is with the most significant, and on-ob training is the least one. In the degree of education and stud- y abroad, in contrast to bachelor degree holders, receiving doctoral degrees and specially in another country rather than China are With significant influences, and master degrees even from oversea are with small influence on the remuneration. On-job training, beingvisiting scholars abroad is with the strongest effect, but it is no influence on remuneration if trained domestically on information and technology. The study also finds that although the year of being academics provides the biggest influence on faculty remuneration, its achievement goes through rank promotion. At a certain rank, the year of being this position is not significant effect on faculty remuneration. These conclusions in this study offer some good policy refer-ences for understanding the characteristics of current faculty remuneration system and sol-ving the problems in the remuneration distribution.