CAJ | 학술논문

四川省义务教育学校绩效工资制度自2009年1月实施以来，取得了较大的成效，但仍然存在着一些问题，激励效果欠佳。义务教育学校教师工作积极性是否提高与教师所在城市、职务、职称、教龄不相关，与教师所在区域、工资收入、绩效考核办法是否存在问题、奖励性绩效工资分配方案的满意度、奖励性绩效工资分配的公平感、奖励性绩效工资的满意度、工作快乐度、学校领导与普通教师奖励性绩效工资的差距大小等因素紧密相关。主要原因在于城乡存在区域差距、奖励性绩效工资的效价较低、外在奖励挤出内在动机、绩效考核办法与绩效工资分配方案凸显形式主义以及两种去激励的分配方式并存。
사천성의무교육학교적효공자제도자2009년1월실시이래，취득료교대적성효，단잉연존재착일사문제，격려효과흠가。의무교육학교교사공작적겁성시부제고여교사소재성시、직무、직칭、교령불상관，여교사소재구역、공자수입、적효고핵판법시부존재문제、장려성적효공자분배방안적만의도、장려성적효공자분배적공평감、장려성적효공자적만의도、공작쾌악도、학교령도여보통교사장려성적효공자적차거대소등인소긴밀상관。주요원인재우성향존재구역차거、장려성적효공자적효개교저、외재장려제출내재동궤、적효고핵판법여적효공자분배방안철현형식주의이급량충거격려적분배방식병존。
Compulsory education teacher performance pay system made a great achievement after it was implemented on January 1, 2009.However, it also revealed some problems.Its incentive effect is poor. Working enthusiasm of compulsory education school teachers is not related to the city they're in,their duty, the title of a technical post, years spent teaching,but related to the districts they're in, wage income, performance appraisal method, satisfaction of awarding performance salary allocation scheme, awarding performance salary allocation of fairness, awarding merit pay satisfaction, work happiness, awarding merit pay gap between school leaders and general teachers. The major reasons for this are that the regional gap between urban and rural is obvious, potency awarding merit pay is low, external rewards squeez out intrinsic motivation, performance appraisal method and performance salary allocation scheme highlight formalism, two allocation means that reduce incentive effect coexist.