摘要
青年教师在高校发展中承载着重大使命,他们的成长直接关系到高校人才培养、学科建设的长远发展。对于工作、生活均处于起步阶段的青年教师而言,薪酬不仅是其基本生活的保障,更是激发其内在潜力、发挥创造性的有效激励手段。然而,普通高校青年教师在薪酬方面存在着年收入低、薪酬公平感较低、教学和科研地位相对较弱等现实问题。为此,高校管理者应着重从提高青年教师薪酬起点、提升薪酬的内部公平性、提供教学科研支持、满足自我发展需求等方面来不断加强薪酬对青年教师的激励作用。
Young teachers carry a decisive mission in the development of colleges and universities,which is directly related to the long-term development of talent training and discipline construction in colleges and universities.For young teachers whose work and life are both in their infancy,salary is not only a guarantee of their basic life,but also an effective incentive for stimulating their inherent potential and creativity.However,there are some practical problems in terms of salary of younger teachers,such as low annual income,low perception of salary equity,and relatively weak teaching and scientific research status.Therefore,the administrators of ordinary colleges and universities should focus on strengthening the incentive effect of remuneration on young teachers from the aspects of raising the basic salary,improving the internal fairness of the salary,providing teaching and scientific research support,and meeting the needs of self-development.
作者
鲍润辽
BAO Run-Liao(Personnel Office,Yan ′an University,Yan ′an 716000,Shaanxi)
出处
《延安大学学报（社会科学版）》
2020年第5期76-82,共7页
Journal of Yan'an University (Social Sciences Edition)
基金
延安大学校级项目“普通高校青年教师薪酬激励问题研究——以延安大学为例”(YDQ2016-12)。
关键词
普通高校
青年教师
薪酬满意度
激励机制
Ordinary Universities
young teachers
salary satisfaction
incentive mechanism
