摘要
绩效评价的薄弱与错位已成为制约中国高校人文社科团队健康发展的突出问题。文章立足于团队绩效管理理论,结合人文社会科学的学科学术属性和科研发展规律,明晰高校人文社科团队绩效评价的"投入—中介—产出"(IMO)模型,识别高校人文社科团队绩效构成要素,分层次遴选关键绩效指标,应用群组层次分析法计算指标权重,构建了由3个一级指标、15个二级指标和50个三级指标组成的高校人文社科团队绩效评价指标体系,为加强中国高校人文社科团队建设、繁荣哲学社会科学提供具有参考价值的政策工具。
The weakness and dislocation of performance evaluation has restricted the development of academic innovation team of humanity and social science( AITHSS) in universities. Based on the team performance management theory,considering the academic attribute and development law of humanity and social science, this paper summed up the IMO model of team performance evaluation, distinguished the key performance elements and constructed the performance evaluation index system of AITHSS. The performance evaluation index system, which included three 1-class indexes, fifteen 2-class indexes and fifty 3-class indexes,could be a useful policy tool for strengthening the AITHSS s construction in Chinese universities and the prosperity of philosophy and social science.
作者
李贞
张体勤
LI Zhen;ZHANG Tiqin(Business Administration School & Shandong University of Finance and Economics , Jinan 250014, P. R. China)
出处
《重庆大学学报(社会科学版)》
CSSCI
北大核心
2018年第2期77-86,共10页
Journal of Chongqing University(Social Science Edition)
基金
教育部专项委托项目"高等学校人文社科学术创新团队绩效评价体系研究"(12JF001)
教育部人文社会科学研究青年基金项目"基于知识网络能力的高校协同创新绩效提升机制研究"(14YJCZH085)
山东省软科学研究重大项目"山东省自然科学基金绩效评估指标体系研究"(2015RZB01015)
关键词
学术创新团队
人文社会科学
IMO模型
团队绩效评价
academic innovation team
humanity and social science
IMO model
team performance evaluation