聘任制改革下高校科研团队青年教师学术产出研究——对长聘与续聘考核政策效果的分析

Study on Academic Productivity of Young Faculty Members in Research Teams under the Reform of the Appointment System

当前,我国高校正在推行聘任制改革,为高校优秀人才选拔和高水平师资队伍建设带来机遇,但同时也加重了青年教师学术压力,对于合作任务较多的科研团队青年教师尤其如此。以高校国家重点青年教师为对象,研究实施长聘和续聘考核对教师论文与专利数量及质量的影响。结果发现,实行长聘制度对团队青年教师学术产出的激励效果尚不显著,而续聘考核下青年教师学术产出质量则有显著提升。此外,在工科实行较严格的续聘考核对论文发表的促进作用弱于非工科专业。基于研究结果,建议在聘任制改革中重点考察科研组织模式,并且关注不同学科实施效果的差异性,科研团队中青年教师更适合采取较温和的续聘考核方式,而非严格的"非升即走"考核模式。

As the reform on the appointment system is being implemented in China’s universities, it creates opportunities to select talents and improve the quality of faculty members. However, the reform could also add stress to young faculty members, especially for those working in research teams, who are required to conduct cooperation with other team members. Taking young faculty members from the State Key Laboratories(SKLs) as the objects, this study examines the effects of both the tenure reform and appointment assessment on the quantity and quality of academic publications and patents. It is found that the tenure policy has no significant effect in stimulating academic outputs for young faculty members, while adopting appointment assessment could improve the quality of academic outputs for young faculty members at SKLs. Besides, it is found that strictly implementing appointment assessment might have a weaker effect on academic publications for faculty members in engineering than those in non-engineering fields. Based on the findings, it is suggested that the appointment reform should take the research organization into consideration. For young faculty members at research teams, a mild reform on the appointment assessment might be more suitable than the "up-or-out" assessment. Moreover, the policymakers should consider the different effectiveness when implementing the appointment reform in different disciplines.