摘要
高校是我国实施科教兴国战略和人才强国战略的重要基地,深化高校人事管理改革具有重要的现实意义。霍曼斯公平理论主要是研究个人所作贡献与其所得报酬之间的关系及其合理、公平的工资报酬与奖惩制度对员工工作积极性的影响。基于此理论的基本原理,就我国高校人事管理中教职工产生不公平感的主要原因进行分析,探讨建立科学有效的新型激励机制,以提高教职工的工作积极性,提升高校核心竞争力。
In China, higher educational institutions are the bases to implement the strategy of invigorating the country through science and education, and the strategy of reinvigorating China through human re-source development. It is of great significance to deepen the personnel management reform. Homans fair-ness theory studies on the relationship between individual contributions and income, and the effect of rea- sonable, fair remuneration, and system of rewards and punishment on employees＇ enthusiasm. Based on this theory, this paper analyzes the main reason for injustice sense in teaching faculty and explores the sci-entific incentive mechanism.
出处
《淮海工学院学报（人文社会科学版）》
2012年第17期47-49,共3页
Journal of Huaihai Institute of Technology(Humanities & Social Sciences Edition)
关键词
霍曼斯
公平理论
高校
人事管理
激励机制
Homans
fairness theory
higher educational institutions
personnel management
incentivemechanism
