公立高校教师绩效工资满意度的构建

The Construction of Teachers' Performance Salary Satisfaction in Public Colleges and Universities

根据绩效工资在公立高校治理中的作用和现有研究的局限性,阐述了构建公立高校教师绩效工资满意度的重要性。绩效工资的生命线是激励相容,激励相容体现为公立高校和高校教师绩效目标的融合程度,以及抑制高校教师机会主义行为的程度。以激励相容为理论基础,根据运行逻辑将绩效工资概括为绩效目标、绩效评估和激励效价的有机体,在借鉴薪酬满意度量表以及整合养老金并轨对公立高校教师代际公平影响的基础上,构建了绩效工资满意度量表。四个维度是工资结构满意度,程序公平满意度,分配公平满意度和代际公平满意度,共计有16个题项。在阐述四个维度的内涵及其关系的同时,讨论了后续研究方向和绩效工资满意度的研究价值。

Based on the role of performance-based pay in the governance of public universities and the limitations of existing research, the importance of constructing the performance-based salary of public university teachers is discussed. The lifeline of performance-based wages is incentive compatibility, and the compatibility of incentives is reflected in the degree of integration of the performance goals of teachers in public universities and colleges, and the degree of inhibition of opportunistic behavior of university teachers. Based on the theory of incentive compatibility, and based on the operational logic, the performance payroll is summarized as the performance target, performance evaluation and incentive price of the organism. Based on the salary satisfaction scale and the integration of the pension integration, the impact on the fairness of public college teachers on the basis of the impact, built a performance wage satisfaction metrics table. The four dimensions are salary structure satisfaction, program fairness satisfaction, distribution fairness satisfaction, and intergenerational fairness satisfaction. There are 16 items in total. While expounding the connotation and relationship of the four dimensions, the research value of follow-up research direction and performance-wage satisfaction is discussed.