人员异质性对大学组织绩效的影响机理及协调路径——基于学术人员与行政人员差异性特征的分析

The Influencing Mechanism and Coordination Path of the Personality Heterogeneity on the University Organizational Performance: Based on the Difference Characteristics between the Academic and Non-academic Personnel

学术人员和行政人员在大学组织内部并存,这种差异共生的人员结构形态对大学组织绩效具有重要影响。本文利用主成分分析法描述了一个完整的人员异质性影响大学组织绩效的综合过程。结果表明:知识结构差异性、权力差距与合作关系是影响学术人员与行政人员融洽相处的关键因素:合适的知识结构差异促使两类成员在认知模式上实现互补;适当的权力差距能够消减内部政治斗争,增强成员间的统一协调性;合作关系促使成员间友好工作关系的建立。因此,两类成员之间既要有适当的差异性也要有必需的相似性,既要有稳定的权力秩序也要有一定的弹性制度,既要有建设性冲突也要保持彼此间的和谐友好关系。基于此,大学管理者应进一步转变思维,有效融合学者文化和管理文化,将冲突水平控制在适度范围内,构建不同等级行动者共同参与的组织结构,创新资源分配和职称制度,推动我国大学内部人力资源结构改革。只有建立让学术人员真正安心做科研的考核制度,才能实质性地提升其学术竞争力,实现大学组织"学术卓越"和"高效管理"的双重目标。

The academic and non-academic personnel co-exist in the internal university organization,and the difference of symbiotic personnel structure form has important effects on the university organization performance.The principal component analysis was used to describe the comprehensive process of a complete personnel heterogeneity influencing the performance of university organization.The results show that the heterogeneity of the knowledge structure,power difference and cooperative relationship are the key factors that influence harmonious relationship between the academic and non-aca demic personnel;the proper heterogeneity of the knowledge structure can promote the complementation of cognitive model in the two personnel;the proper power gap could reduce the inner political conflicts and enhance the coordination and unity;and the cooperative relationship can promote the friendly work relationship.As a result,there should be proper differences and necessary similarities in the two differdifferent personnel,with stable power order as well as the flexible system,constructive conflict as well as harmonious and friendly relationship.Based on that,the administrators of university should further change the thinking,effectively integrate the scholar culture and managing culture,put the conflict under the control,and construct organizational structure different levels of personnel can participate in,innovate the resource distribution and professional title system,and promote the reform of inner human resources structure in the universities of China.Only by constructing the appraisal system in which the academic personnel can be attentive to the scientific study,can the academic competitiveness of university be promoted essentially,and the double purpose of academic excellence and effective management of university organization can be achieved.