CAJ | 학술논문

本文在西部甲省20个县（50个乡镇）的抽样调查基础上，对农村基层学区人事管理体制和教师激励机制进行实证分析。研究发现，人事权力的配置与教师激励机制存在密切关系。由县教育局任命学区校长、并且由学区校长调配学区内教师的权力格局，比较有利于基层教师激励机制的建立；而人事权力的过度集中，或者县教育局和乡镇政府进行交叉控制，都不利于基层学区对教师的管理与激励。
본문재서부갑성20개현（50개향진）적추양조사기출상，대농촌기층학구인사관리체제화교사격려궤제진행실증분석。연구발현，인사권력적배치여교사격려궤제존재밀절관계。유현교육국임명학구교장、병차유학구교장조배학구내교사적권력격국，비교유리우기층교사격려궤제적건립；이인사권력적과도집중，혹자현교육국화향진정부진행교차공제，도불리우기층학구대교사적관리여격려。
Based on a random survey for 50 school districts in 20 counties of western China, this paper empirically discusses the allocation of personnel powers and its impact on the design of teacher incentive scheme in rural education system. It shows that the moderate autonomy of personnel management for rural education district might facilitate the establishment of teacher＇ s incentive scheme. In such districts, the county education bureau controls the appointment of governor of township district, while the governor decides to allocate the teachers within the district. On the contrast, the excessive centralization by the county government or cross-cutting struggles of personnel powers between the different political bodies could undermine the incentive to teachers. Comparing with these two modes, the township government can make the better management of teachers, if it uniformly controls the personnel powers in rural education district.