摘要
自幸福感概念被提出以来,国内外学者从不同学科视角开展了大量研究,然而聚焦高校教师群体的幸福感研究相对欠缺。据统计,我国西部地区高校教师幸福感处于中等水平,且工资水平与东、中部地区存在较大差距。以西部地区高校教师为研究对象,基于调查数据检验收入对教师幸福感的影响及其影响机制,结果表明:第一,西部高校教师主观幸福感不存在性别和年龄差异,在不同婚姻状况、健康状况和高校类别间存在显著差异;第二,应发工资水平对教师主观幸福感有显著正向影响,基本工资占比和工资期望有显著负向影响;第三,工作压力、工作生活平衡感在收入与教师主观幸福感关系之间发挥中介作用;第四,收入对教师主观幸福感的影响机制存在性别差异,工作生活平衡感在男教师中发挥更为重要的中介作用,而工作压力在女教师中发挥更为重要的中介作用。由此,建议国家在对高等教育的财政拨款中,加强对西部高校教师队伍建设的专项投入,引导高校提高人员经费支出比例与薪酬支出占比;在完善基本工资正常增长机制的基础上,建立人员经费支出增长与高校经费收入增长挂钩的投入机制,保证绩效工资支出和福利待遇支出的稳步增长;逐渐缩小教师实际工资与期望工资的差距,以发挥工资激励作用;高校兼顾经济性激励和非经济性激励,为教师创设自由、宽松、和谐的工作环境,满足高校教师自主教学与科研的内在需要,促使其在工作和生活状态中达到平衡,从而提升高校教师群体的幸福感。
Since the concept of well-being was put forward,researchers at home and abroad have conducted many studies from different perspectives of discipline.However,the study on well-being focusing on faculty in universities and colleges is relatively lacking.According to the statistics,faculty’s well-being in western China is at a medium level on average,and there is still a big income gap between faculty in western China and eastern or central China.Based on the survey data from faculty in western China,the influence of income on faculty’s subjective well-being(SWB)and its mechanism were investigated.The results show that:firstly,there are no gender and age differences in the faculty’s SWB,while there are significant differences among different marital statuses,health statuses,and universities;secondly,the level of salary is positively related to the faculty’s SWB,while the proportion of basic salary and income expectations are negatively related to the faculty’s SWB;thirdly,the work stress and work-life balance mediate the relationship between income and faculty’s SWB;fourthly,there are gender differences in the mechanism of income affecting the faculty’s SWB,and work-life balance plays a more important mediating role in male faculty,while the work stress plays a more important mediating role in female faculty.Therefore,it is suggested that the government should strengthen the special investment in the construction of teaching staff in western universities in the financial appropriation of higher education,and guide the universities to increase the proportion of personnel expenditure and salary expenditure;based on improving the normal growth mechanism of basic salary,establish the investment mechanism linking the growth of personnel expenditures with the growth of colleges and universities funding to ensure the steady growth of performance-based salary and welfare expenditures;gradually narrow the gap between faculty’s actual income and expected income;colleges and universities can take into account economic incentives and non-economic incentives to create a free,relaxed and harmonious working climate for faculty,to meet the inherent needs of faculty’s teaching and scientific research and promote their balance between work and life,thereby improving the well-being.
作者
胡咏梅
元静
HU Yongmei;YUAN Jing(Faculty of Education,Beijing Normal University,Beijing 100875,China)
出处
《重庆高教研究》
CSSCI
北大核心
2022年第6期34-54,共21页
Chongqing Higher Education Research
基金
国家自然科学基金面上项目“‘双一流’建设背景下高校教师工资制度改革研究”(71874015)。
作者简介
胡咏梅,女,安徽六安人,北京师范大学教育学部教育经济研究所/首都教育经济研究基地教授,管理学博士,主要从事高等教育财政、学校效率评估和高校教师薪酬研究;通信作者:元静,女,山东潍坊人,北京师范大学教育学部教育经济研究所博士生,主要从事教育经济学研究。
