高校教师收入不平等--基于中国和加拿大高校教师工资性年收入的比较研究

Income Inequality of Universities Staff——Comparative research based on data of annual salaries of Chinese and Canadian universities staff

通过中加两国高校教师工资性年收入数据实证研究表明,与加拿大高校相比,中国高校不同职称教师的收入差距较大,而且高校教师收入与公务员收入和人均GDP的比值较低;中国教授与副教授、讲师之间的收入差距较大,有无行政兼职的教师收入差距更大;正高职称对中加两国高校教师收入差距具有决定性作用,行政兼职对于中国高校教师收入的贡献要高于加拿大。要构建更为完善的高校教师薪酬制度,应该坚持"调结构、保增长、去鸿沟"的基本原则,努力提高教职工保障性工资比重,缩小不同职级教师之间的工资差距,尤其需要缩小特殊人才与同级别普通教师的收入差距,促进高校收入分配体系的公平性和稳定性。

Income inequality of staff in Chinese universities has always been paid great attention. The empirical results from data of annual salaries in Chinese and Canadian universities show that, compared with Canadian peers, there are greater income gaps among staff with different titles in Chinese universities, and the ratio of university staff income to civil servant income or per capita GDP is lower in China; there are greater incomes gaps between full professors, associate professors and assistant professors in China, as well as those staff with and without senior administrative duties; the title of full professor is the determinant of income inequality in both Chinese and Canadian universities, and the contribution of senior administrative duties on the income of university staff is larger in China than in Canada. In order to construct a better compensation system for university staff, we should insist on the principle of ＂adjust structure, secure growth, close gaps＂, to promote the ratio of basic salary for all kinds of university staff, and to further narrow the income gaps between staff with different titles, especially the income gaps between ordinary teaching staff and top talents, so as to improve the equality and stability of income distribution system in Chinese universities.