中国高校教师工资差距的实证研究

An Empirical Study on the Salary Disparity of Faculty in China

"双一流"建设背景下,我国高校教师尤其是高层次人才和普通教师之间的工资差距越发突显。利用我国部分高校教师工资大规模调查数据,基于高校教师工资决定的个体、学科、制度三因素分析获得如下研究发现:高校教师工龄津贴和年底奖励性绩效工资差异程度高;基础性绩效和年底奖励性绩效是造成工资差异的主要构成要素,而基本工资和津贴份额的增加可以减少教师年总工资差异;有无人才称号、职称等级是对高校教师月应发工资差异贡献率最大的两个因素,教师工作绩效对年总工资差异的贡献率最大;学科因素对教师工资差异的贡献率较小,并且其影响在不同地区存在差异;高校所在地区和院校层次对教师工资差异的贡献率较大。基于对高校教师工资差距的实证研究,提出以下四点政策建议:优化高校教师工资结构,适当提高教师基本工资占比;建立与人力资本增值相符的工龄津贴制度和适应各地经济发展水平的租房补贴和公积金制度;将能力和工作绩效而非头衔符号作为学术劳动力市场赋薪最核心的准则,将高层次人才与普通教师工资差距确定在合理范围之内;建立全国高校劳动力市场薪酬调查和监管制度。

Under the background of the"Double First-class"construction,the salary disparity of faculty in China,especially between high-level talents and ordinary teachers,is becoming more and more obvious.Based on the large-scale survey data of faculty’s salaries in some universities in China and the analysis of three factors--individuals,disciplines and systems,the main findings are as follows:firstly,there is a high degree of disparity between faculty’s seniority pay and year-end performance pay;secondly,basic performance pay and year-end performance pay are the major factors that cause the disparity of faculty’s total annual salary,while the contribution rate of basic salary and subsidies to the disparity of faculty’s total annual salary is relatively small,and the increase of their share can reduce the disparity of faculty’s total annual salary;thirdly,the title of qualified personnel and the rank of professional title are the two factors that contribute most to the disparity of faculty’s monthly income,while the performance of teachers contributes most to the disparity of annual total salary;fourthly,the contribution of subject factors to the salary disparity of faculty is small,the influence of which on the salary disparity of university teachers is different among regions;fifthly,the institutional factors such as the region where the university is located and the level of the university make a great contribution to the salary disparity of faculty.Based on the empirical research on the salary disparity of faculty,this paper puts forward the following four policy proposals.Firstly,the salary structure of faculty should be optimized,and the proportion of teachers’basic salary should be appropriately increased so as to enhance the security function of salary.Secondly,a mechanism for the growth of seniority salary should be established in line with the value-added human capital.At the same time,a rental subsidy and provident fund system to meet the local economic development level should be established as well so as to ensure the basic living needs of university teachers.Thirdly,colleges and universities should allocate the salaries of talents at all levels as a whole,take ability and job performance,rather than academic title,as the core criteria of academic labor market salary,and determine the salary gap between high-level talents and ordinary teachers within a reasonable range.Fourthly,a national salary survey and supervision system should be established in the labor market of colleges and universities.