高校长聘教职制度:实践困境与改进策略

Tenure System: China's Dilemma and Solutions

从制度演变的内在逻辑看,长聘教职制度是由教师群体自发形成的内生型制度,其不仅是高校教师聘任和激励制度,而且是一种市场筛选和选拔制度、资源配置制度、社会分层制度、职业安全制度。中国高校长聘教职制度的当下困境主要表现在:政府对高等学校单位属性的规定以及教师身份定位把长聘教职制度的推进锁定于"编制管理"的路径依赖之中,不完全学术劳动力市场内部缺乏竞争性、外部缺乏独立性和开放性,传统制度的保守性、排他性形成强大改革阻力等。深化高校事业单位编制改革,营造长聘教职制度改革的外部环境,建立完善的学术劳动力市场,形成多样化的学术聘任方式是破解长聘教职制度之惑的可能途径。

From the internal logic of the evolution, the Tenure System is an endogenous institution which is spontaneously formed by teachers. Meanwhile, it is not only a kind of teacher appointment and incentive sys- tem in university, but also a market selecting system （including the market screening and selection system, the resource allocation system, social stratification system, the occupational safety system and the professional hon- or system）. The present predicament of the University Tenure System in China is mainly reflected in the fol- lowing several aspects： first of all, the government＇s provisions on the property of the higher education institu- tions and the teacher＇s identity tend to limit the development of Tenure System within the scope of the path de- pendence of the ＂compilation management＂. This leads in a lack of competition in the academic labor market, the lack of independence and openness, the conservatism of the traditional system, and so on. Therefore, the reform encounters barriers. Consequently, this study implicates that reformation barriers can be overcome through deepening the reform of higher education institutions and public institution attributes, creating the ex- ternal environment of the reform of Tenure System, establishing a sound academic labor market and forming di- versified ways of academic employment and appointment.