教师队伍建设是民办院校生存和发展的核心，而如何建立与之相适应的具有 自身特点的教师工资激励机制已成为民办高校教师管理重要问题。民办高校在进 入二次创业发展的过程中，如何建立与之相适应的具有自身特点的教师工资激励 机制已成为民办高校独立学院教师管理的重大课题之一。本文以重庆民办院校某 独立学院为主要研究对象，将重点定位在民办某独立院校教师绩效工资的研究， 希望通过对它的系统分析和研究，创建绩效工资的激励机制，以期控制或引导民 办院校某独立学院专职教师和兼职教师工作满意程度的发展与变化，使它产生有 利于组织发展的行为倾向或某种结果。笔者首先通过工资满意度问卷调查和访谈 的实证方式，发现民办院校某独立学院专职和兼职教师的工作满意度不高，特别 是工资满意度较低。同时发现民办院校某独立学院教师普遍存在一种非主流化的 职业心理困惑，而且这种职业心理困惑的强度和其绩效工资的高低成反比关系。 其次，依据有关激励理论，在上述调查分析的基础上，对民办院校某独立学院教 师绩效工资激励的原则、定位、准备工作、绩效工资的比例及专职和兼职教师绩 效工资方案分别进行了具体分析、研究和设计。最后并对方案实施制定了相应的 保障措施和对方案实施后的预期做了评价。至此，完成了民办院校某独立学院绩 效工资方案的设计，为当前民办高校教师工资的激励机制提供了某种现实选择。 关键词：民办院校，教师，绩效工资II Chongqing private colleges and universities a independent college performance salary design Pick to The construction of teachers' team is the survival and development of private colleges' core, and how to establishing conesponding has the characteristics of teachers' salary incentive mechanism has become an important problem private teacher in university management. Private universities in the second pioneering development process, how to establish and to adapt to the characteristics of teachers has its own salary incentive mechanism has become a private universities independent college teacher management is one of the important topic. In this paper a chongqing private colleges' independent college as the main research object, the focus will be on location in aprivateindependent colleges and universities teacher performance salary research, hope that through to its system analysis and research, create performance salary incentive mechanism, so as to control or guide private colleges and universities a independent college full-time teachers and part-time teachers' job satisfaction degree of development and change, make it have For the development of organization behavior tendency or a certain result. The author first through the salary satisfaction questionnaire survey and interviews of empirical way, find a private colleges' independent college full-time and part-time teachers' job satisfaction is not high, especially the low salary satisfaction. At the same time find a private colleges' independent college teachers there is a common non mainstreaming professional psychological confusion, and the professional psychological confusion strength and its performance the wage inversely related. Secondly, in accordance with relevant incentive theory, in the above investigation and analysis on the basis of a private colleges' independent college teachers performance salary incentive principles, positioning, preparation, performance salary of proportion and full-time and part-time teacher performance salary plan separately carried on the concrete analysis, research and design. The last and the implementation of the scheme for the corresponding security measures and the implementation plan of the evaluation is expected to do. So far, the completion of the private colleges and universities a independent college performance salary scheme design, for the current private universities teachers' salary Keywords: private colleges, teachers, performance salary1 目 录 摘要......................................................................................................... I PICK TO........................................................................................................II 1.引言...........................................................................................................1 1.1 研究的背景和意义................................................1 1.2 研究对象与研究方法..............................................2 1.2.1 研究对象 .............................................................2 1.2.2 对独立学院的理解 .....................................................2 1.2.3 重庆某独立学院中的专职教师 ...........................................2 1.2.4 兼职教师 .............................................................3 1.2.5 工资 .................................................................4 1.2.6 绩效工资 .............................................................4 1.2.7 研究方法 .............................................................4 1.3 研究思路与框架..................................................5 1.3.1 研究思路 .............................................................5 1.3.2 研究框架 .............................................................5 2.薪酬管理的相关理论概述.......................................................................7 2.1 国内外民办院校薪酬现状 .........................................7 2.1.1 国内民办院校薪酬现状 .................................................7 2.1.2 国外民办院校薪酬现状 .................................................9 3.某独立学院绩效工资现状及存在问题分析........................................11 3.1 某独立学院绩效工资的状况.......................................11 3.1.1 某独立学院专职教师现有的工资结构 ....................................11 3.1.2 某独立学院专职教师岗位津贴 ..........................................12 3.1.3 某独立学院教学工作量课时补贴 ........................................12 3.1.4 兼职教师岗位津贴 ....................................................13 3.1.5 某独立学院青年专职教师基本工资和绩效工资的比例.......................13 3.1.6 兼职教师授课课时费 ..................................................13 3.2 某独立学院绩效工资问题的分析 ..................................15 3.2.1 老师对收入的满意度分析 ..............................................15 3.2.2 老师对学院举办者的办学思想、理念、目标的认可程度分析.................15 3.2.3 工资保密发放疑虑多 ..................................................16 3.2.4 工资管理不规范，激励机制紊乱 ........................................18 3.2.5 某独立学院内部缺乏完善、系统、有效的激励机制.........................19 3.2.6 某独立学院自我实现价值分析 ..........................................21 3.3 某独立学院绩效工资存在问题.....................................22 3.3.1 工资制度显失内外部公平性，难以激励教师的工作积极性...................22 3.3.2 教师工资与岗位价值和绩效表现脱钩 ....................................23 3.3.3 工资制度缺乏激励性，教师工作动力不足 ................................23 4. 重庆某独立学院绩效工资方案设计 ..................................................252 4.1 绩效工资方案设计指导思路 ......................................25 4.2 确定重庆某独立学院绩效工资方案改革的原则.......................25 4.2.1 认可性原则 ..........................................................25 4.2.2 公平性原则 ..........................................................25 4.2.3 竞争性原则 ..........................................................26 4.2.4 激励性原则 ..........................................................26 4.2.5 经济性原则 ..........................................................26 4.2.6 合法性原则 ..........................................................26 4.2.7 完整性原则 ..........................................................26 4.2.8 发展性原则 ..........................................................27 4.3 某独立学院绩效工资方案设计.....................................27 4.3.1 教师基本工作分析 ....................................................27 4.3.2 某独立学院绩效工资定位 ..............................................29 4.4 某独立学院绩效工资方案构建.....................................30 4.4.1 专职教师绩效工资方案构建 ............................................30 4.4.2 兼职教师绩效工资方案构建 ....