| 徐自强,林浩东.安徽省属高校绩效薪酬管理的探索与展望[J].安徽建筑大学学报,2026,34(3):90-96 |
| 安徽省属高校绩效薪酬管理的探索与展望 |
| Explorations and Prospects of Performance-Based Compensation Management in Provincial Universities of Anhui |
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| DOI： |
| 中文关键词: 高校 绩效薪酬 综合激励模型 绩效管理 |
| 英文关键词: higher education institutions performance-based compensation comprehensive motivation model performance management |
| 基金项目:安徽省社科规划青年项目（AHSKQ2024D039） |
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| 摘要点击次数: 8 |
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| 中文摘要: |
| 高校绩效薪酬管理是高校治理的关键举措之一。为发挥高校绩效薪酬制度对教职工的激励作用，以安徽省某省属高校为例，系统分析该校绩效薪酬管理工作取得的经验与存在的不足。依托波特—劳勒综合激励模型，剖析教职工层面“努力—绩效—奖励—满意”的循环激励体系，并结合实际阐释奖励的价值、觉察的努力与获得的奖励概率、完成特定任务的能力、觉察的公平奖励等过程影响因素。最后，提出建立系统化的目标驱动体系，构建战略化的绩效管理体系，健全科学化的绩效考核体系，提升薪酬水平、优化激励机制，做好人才服务、促进人才发展。 |
| 英文摘要: |
| Performance-based compensation systems is a key to higher education institution governance. To examine its motivating effects on university staff, this study takes a provincial university in Anhui as a case example, systematically analyzing both the achievements and shortcomings of its performance-based compensation system. Using the Porter-Lawler comprehensive motivation model, the study examines the cyclic incentive mechanism of "effort-performance-reward-satisfaction" at the employee level. It discusses key process factors such as the perceived value of rewards, effort-reward probability, task-specific competence, and perceived fairness of rewards. Based on these analyses, the study proposes several improvements: establishing a systematic goal-driven framework, building a strategic performance management system, refining a scientific performance evaluation mechanism, enhancing salary levels and optimizing incentive structures, as well as strengthening talent services to promote staff development. |
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