摘要
教师是高校的核心战略资源。近年来,高校教师差异化聘用趋势明显。差异化聘用表现为三种模式:一是不同职业发展轨迹下长聘轨教职和普通轨教职差异聘用;二是不同薪酬分配模式下年薪制教职和岗位薪酬制教职差异聘用;三是不同合同聘期下终身教职和任期教职差异聘用。差异化聘用源于一系列强制性因素和诱致性因素的共同作用。强制性因素主要是政府主导的教师聘用制改革所带来的自上而下的强力推动;诱致性因素主要是教师身份趋于多元,以及大学职能扩展和绩效管理所带来的自下而上的路径探索。差异化聘用三种模式交叉、共存,体现了教育公益、教师私益和高校绩效管理的有机结合,值得肯定。但也应警惕可能引发的过度市场化倾向、“精英”“普通”教师疏离、效率与学术不平衡等负面效应。
Teachers are the core strategic resources of colleges.In recent years,the trend of the differential employment of college teachers is obvious.It is represented by three different employment modes.The first is the“tenure-track”and the“ordinary-track”under the different career development trajectory and appraisal system.The second is the“annual-salary system”and the“post-salary system”under the different salary distribution mode.The third is the“tenure”and the“term-employment”under the different contract terms.The rise of differential employment stems from a series of mandatory and induced factors.The mandatory factor is mainly the top-down strong impetus brought by the government led reform of teacher employment system.The induced factor is mainly the exploration of the bottom-up path brought by the diversification of teachers’identities,the expansion of university functions and the performance management.The three modes are overlapping and coexisting,which embodies the organic combination of educational public welfare,teachers’private interests and the performance management in colleges and universities.It is worth affirming.However,we should also be alert to the negative effects such as the tendency of excessive marketization,the alienation of“elite”and“ordinary”teachers and the imbalance between efficiency and academic.
作者
徐雷
XU Lei(Graduate School,University of International Business and Economics,Beijing,100029,China)
出处
《湖南师范大学教育科学学报》
CSSCI
北大核心
2020年第2期20-27,共8页
Journal of Educational Science of Hunan Normal University
关键词
高校教师
差异化聘用
薪酬
长聘轨
终身教职
制度变迁
college teachers
differential employment
salary
tenure-track
tenure
institutional change
作者简介
徐雷,对外经济贸易大学研究生院副研究员,博士。
