基于博弈理论的学院二级岗效分配激励机制研究——以福建中医药大学中医学院为例

Research on the Incentive Mechanism of the Secondary Post and Performance Salary Allocation of College Based on the Game Theory——Takethe College of medicine in Fujian University of traditional Chinese Medicine as an example

高等中医院校学院二级岗效工资分配机制是高校岗效工资体制改革的主要内容。随着管理自主权的扩大,如何实施有效的岗效分配激励机制成为二级学院管理者关注的问题之一。笔者尝试分析学院实施二级岗效管理的必要性和可行性,并探讨了学院目前岗效分配机制的现状和存在的不足,最后结合"智猪博弈"困境,探讨学院二级岗效分配激励机制的相关措施。

The secondary post and performance salary allocation of college in university of TCM is the main content of College of post and performance salary system reform. With the expansion of autonomy management, how to implement the effective incentive mechanism of post and performance salary allocation becomes more important to the managers of college. In this article, we try to analyze the necessity and feasibility of secondary post and performance salary allocation of college, and discuss the present situation and deficiency of the present post and salary system. At last, we combine with the ＂CleverPig Game＂ predicament, some relevant measures are proposed to the incentivemechanismofthesecondarypost andperformancesalary allocationofcollege.