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学位论文作者签名：
日期 2022年 6月 15日
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日期 2022年 6月 15日
日期 2022年 6月 17日
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山东建筑大学硕士学位论文
摘要
随着我国教育制度的不断完善，民办高校在高等教育中发挥着越来越重要的
作用，其规模不断扩大，学生数量不断增多，专任教师队伍质量不断提高。一所
民办高校，要想在激烈的竞争中打造具有自身的特色发展方式，关键在于专任教
师队伍的建设。而薪酬与专任教师自身的利益息息相关，是对专任教师辛勤付出
的劳动、对学校所做出的贡献及自身价值的反映。
目前，民办高校受资金、政策等因素的影响，发展过程中存在很多问题，而
领导者希望用最少的支出获得最大的回报，无形中会降低民办高校的支出。民办
高校专任教师薪酬体系与公办高校专任教师薪酬体系存在较大差异，专任教师流
动性较大导致稳定性弱，不利于专任教师积极性的提高和潜力的挖掘，进而影响
学校自身的发展。尽管很多学校采取相应措施维护自身的发展，但未能从根本上
解决问题，因此加强对民办高校教师薪酬体系的研究，建立健全和不断优化民办
高校的教师薪酬体系，对民办高校的可持续发展具有重要的意义。
本文以需求理论、人力资本理等相关理论为基础，以 SC民办高校专任教师
薪酬体系为例，运用案例分析法、文献阅读法、问卷调查法等方法对 SC民办高
校专任教师薪酬体系进行分析。在此基础上，充分借鉴国内外不同性质的高校专
任教师薪酬体系的发展经验，发现 SC民办高校专任教师薪酬体系中存在薪酬结
构不合理、薪酬等级不完善、薪酬等级激励性较差和教师队伍不稳定的问题，从
发展重心的转变、办学经费使用不合理、绩效考核指标不合理、组织管理建设不
科学四个方面分析出现问题的原因，在薪酬结构、基本工资、绩效工资和福利制
度等方面提出相应的解决措施，以强化激励制度、提高教师薪酬、加强绩效考核
的建设和福利项目四方面进行优化，丰富我国民办高校的专任教师薪酬体系，从
而达到促进我国民办高校专任教师队伍的稳定和使得民办高校更好地吸引优秀
人才，增强自身竞争力的目的。
关键词：民办高校，专任教师，薪酬体系，优化研究
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山东建筑大学硕士学位论文
ABSTRACT
With the continuous improvement of China's education system, private colleges
and universities are playing an increasingly important role in higher education. Their
scale keeps expanding, the number of students keeps increasing, and the quality of full-
time teachers keeps improving. If a private college wants to create its own characteristic
development mode in the fierce competition, the key lies in the construction of full-
time teachers. The salary is closely related to the interests of full-time teachers and
reflects their hard work, contributions to the school and their own value.
At present, private colleges and universities are affected by funds, policies and
other factors, and there are many problems in their development process. However, the
leaders hope to get the maximum return with the least expenditure, which will virtually
reduce the expenditure of private colleges and universities. The salary system of full-
time teachers in private colleges and universities is quite different from that of full-time
teachers in public colleges. The high mobility of full-time teachers leads to weak
stability, which is not conducive to the improvement of the enthusiasm of full-time
teachers and the exploitation of their potential, thus affecting the development of
schools themselves. Although many schools take corresponding measures to maintain
their own development, but failed to fundamentally solve the problem, so it is of great
significance for the sustainable development of private colleges and universities to
strengthen the research on the salary system of private colleges and universities,
establish, improve and constantly optimize the salary system of private colleges and
universities.
Based on demand theory, human capital theory and other related theories, this
thesis takes the salary system of full-time teachers in SC private colleges and
universities as an example, and analyzes the salary system of full-time teachers in SC
private colleges and universities by case analysis, literature reading, questionnaire
survey and other methods. On this basis, the development experience of full-time
teachers' salary system in different colleges and universities both home and abroad is
fully used for reference. It is found that there are problems in the salary system of full-
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