华东师范大学学报(教育科学版) ›› 2024, Vol. 42 ›› Issue (1): 24-40.doi: 10.16382/j.cnki.1000-5560.2024.01.002

• 专题:高校教师工资 • 上一篇    下一篇

理想与现实:我国高校教师工资水平与结构分析

胡咏梅1, 赵平1, 元静2   

  1. 1. 北京师范大学教育学部,北京 100875
    2. 青岛大学师范学院, 青岛 266071
  • 出版日期:2024-01-01 发布日期:2023-12-28
  • 基金资助:
    国家自然科学基金面上项目“‘双一流’建设背景下高校教师工资制度改革研究”(71874015);教育部人文社会科学重点研究基地“十四五”规划重大项目“教育与高质量发展研究”(22JJD880003)

Expectation and Reality: An Analysis of Pay Level and Pay Mix of University Staff in China

Yongmei Hu1, Ping Zhao1, Jing Yuan2   

  1. 1. Faculty of Education, Beijing Normal University, Beijing 100875, China
    2. Teachers College, Qingdao University, Qingdao Shandong 266071, China
  • Online:2024-01-01 Published:2023-12-28

摘要:

文章使用宏观行政数据以及部分高校教师工资大规模微观调查数据,分析我国高校教师实际与期望的工资水平和结构,获得如下发现:我国高校教师工资水平在国内具有一定的外部竞争力,但缺乏国际竞争力;多数教师的年总工资以及各项工资构成要素均处于“被平均”状态,绝大多数教师对实发工资水平有更高的期望;高校教师基本工资占应发工资比例较低,与教师期望的基本工资占比存在一定差距;“双一流”建设高校专任教师、东部地区高校教师期望工资提高的比例相比非“双一流”建设高校专任教师、中西部地区高校教师显著更高。基于上述研究发现提出3点对策建议:一是,关注高校教师尤其是“双一流”建设高校专任教师、东部地区高校教师的期望工资水平,适度提高高校教师的工资水平,建立适应各地经济发展水平的工资增长机制;加大对高校教师队伍建设的专项投入,助力高校建立人员经费支出的长效增长机制。二是,优化高校教师工资结构,适当提高教师的基本工资占比;鼓励经济发达省份制定与当地经济发展水平相匹配的基本工资标准,以增强高校教师工资的保障性功能。三是,“双一流”建设高校一方面支持一流学科建设院系创新薪酬分配制度,为高层次人才设定具有国际竞争力的薪资水平;另一方面关注青年教师的生存发展状况,优化高校青年教师工作环境,为青年教师提供灵活多样的福利项目。

关键词: 高校教师, 工资水平, 工资结构, 期望工资

Abstract:

In order to find out the problems and then provide empirical basis for the reform of pay system of Chinese university staff, the current study analyzes the actual and expected pay level and pay mix of Chinese university staff by using administrative data and large-scale micro survey data, and draws the following conclusions. The pay level of Chinese university staffs is relatively competitive in China, but it is not internationally competitive enough. The annual pay and its components of most staff are lower than the average, and the pay expectation of the vast majority of staffs is higher than the actual pay. The proportion of the base pay of university staff in the monthly pay is low, and it is lower than their expectation. The proportion of faculties in the “Double First-Class” universities and staff in the eastern regions expecting salary increases is significantly higher than that of other staff. Based on the above research findings, the study proposes three suggestions on raising pay level and optimizing pay mix to facilitate the reform of pay system of Chinese university faculty.

Key words: university staff, pay level, pay mix, pay expectation