CAJ | 학술논문

薪酬激励是现代高校激励制度的核心内容，如何有效地发挥高校薪酬激励效果，最大限度激发高校教师教学、科研工作热情，是所有高校面临的重要课题。本文研究发现，高校教师薪酬（包括货币性和非货币性）折损程度普遍较严重，折损率最高的达到60％，最低的也近20％。总体来看，高校教师薪酬的折损与教师的行政级别、所属高校类别显著相关，行政级别越低、高校发展平台越低的教师薪酬折损程度越高；与性别、年龄、文化程度、职称、所在学科、月薪区间、教龄等并没有特别显著的相关性。
신수격려시현대고교격려제도적핵심내용，여하유효지발휘고교신수격려효과，최대한도격발고교교사교학、과연공작열정，시소유고교면림적중요과제。본문연구발현，고교교사신수（포괄화폐성화비화폐성）절손정도보편교엄중，절손솔최고적체도60％，최저적야근20％。총체래간，고교교사신수적절손여교사적행정급별、소속고교유별현저상관，행정급별월저、고교발전평태월저적교사신수절손정도월고；여성별、년령、문화정도、직칭、소재학과、월신구간、교령등병몰유특별현저적상관성。
Salary incentive is the core content of modern university incentive system .How to effectively play the incentive effect and to stimulate university teachers ’ teaching and scientific research work enthusiasm is an important topic for all universities .In this paper , we find that university teachers ’ salary discount , including monetary salary and non-monetary salary , is generally very serious .The highest discount rate reaches 60%and the lowest is also nearly 20%.Overall, university teachers ’ salary discount has a significant relationship with teachers’ administrative level and their university’s level, but has little relationship with sex, age, education, title, class catalog, salary and school-age.The lower their administrative level and their university ’s level, the more serious ness of the discount .