摘要
大学董事会 (或管理层 )与教师之间是典型的多任务代理关系 ,由于教学质量难以精确确证 ,基于业绩的薪酬制度 ,导致了任务的替代性 ,弱化代理人对委托人的价值贡献。在此基础上 ,本文分析了目前高校薪酬制度存在的弊端 ,提出以客观绩效评价为主 ,辅于主观评价的高校薪酬制度再设计思路 ,并说明了新薪酬制度可克服多任务的替代效用 ,为我国高校体制配套改革发挥积极的作用。
The relationship between top managers of university and faculty is a typical multi-task principal—agent relationship. Performance—contingent compensation scheme always leads faculty to misallocate their efforts, since teaching performance is hard to be measured precisely. This paper studies the existing shortcomings in faculty pay system, and suggests redesigning of faculty pay scheme based on proper combination of objective performance and subjective performance measurement.
出处
《科研管理》
CSSCI
北大核心
2000年第5期10-15,共6页
Science Research Management
基金
复旦大学三年行动计划科研基金资助
