CAJ | 학술논문

本文从人力资源开发与管理的角度，依据博弈理论分析了我国现行教育体制下学校教师的激励机制，发现不仅教师的尽职激励合约缺失，敬业激励合约也缺失。要改变这一现状，必须建立真正的教师用工解聘制度，明确尽职激励合约与敬业激励合约的激励界区；同时必须建立与敬业激励相容的晋升制度，逐步废除非敬业激励相容的晋升评定指标。
본문종인력자원개발여관리적각도，의거박혁이론분석료아국현행교육체제하학교교사적격려궤제，발현불부교사적진직격려합약결실，경업격려합약야결실。요개변저일현상，필수건립진정적교사용공해빙제도，명학진직격려합약여경업격려합약적격려계구；동시필수건립여경업격려상용적진승제도，축보폐제비경업격려상용적진승평정지표。
From the perspective of human resources development and management, this article analyses teacher incentive mechanism that is being used in Chinese existing education system, which is based on game theory. As the result indicates, teachers＇ fulfilling duty contrast is deficient, so is the professional drive contract. In order to change this situation, we must establish an employment and dismissal system for teachers, and make the incentive boundary between the fulfilling duty contrast and the professional drive contract clearly. Simultaneously, we must establish a promotion system which is compatible with the professional drive, and abolish the promotion evaluation index which is compatible with the unprofessional drive.