Administrative Personnel Dislocation Of Research Universities

Administrative staffs in universities will play two or even more roles or place themselves ina position that beyond their scope of responsibilities which would cause the insubordinations anddisconformities both psychological and behavioral, and even led to the role dislocation. The Roledislocation would cause some problems of universities administration backlogged until can notbe solved or cause other more serious problems. The research of that problem, on the one hand,can broaden the perspective of the theory, enrich and improve the university administrativesystem. On the other hand, it allows the university administrative staffs to gain a clearunderstanding of the role and reflect on the experiences and lessons.By interviews and surveys, we have found the role dislocation of administrative staffs inuniversities has two main manifestations. First, the dislocation between the roles, including highto low shift, low climb to higher position and peace disorder three specific types. Second, thedislocation within the roles, including the dislocation between role behavior expectations and theactual psychological experience and the dislocation between role function expectation and theactual role among which the former includes the dislocation of the management behavior andnatural behavior, the dislocation of normality and arbitrariness, the dislocation of necessity andpossibility. The latter includes the dislocation of the people-oriented and bureaucratic-oriented,the dislocation of administrative power and academic power.The reasons of the role dislocation of administrative staffs in universities are various whichmainly includes three aspects: First, the environmental changes faced by administrative staffs inuniversities which mainly comes from three kinds of effects, that is the negative effects oftraditional culture, the era plight of social transformation, the inner challenges of universities.Second, the subjective concept of administrative staffs in universities which mainly comes fromtwo parts: namely, utilitarian and imaginary of the role and the values of justice and benefit.Third, regulation of the system of administrative staffs in universities which mainly comes fromthree parts: namely, the decision-making system of monopole strength and weakness of justice,the evaluation system of horn dominating, the monitoring system of concept and formemphasizing.The methods for adaptation of the role dislocation by administrative staffs in universitiesmainly contain four aspects. Firstly, generating the premise of adaptation of the role dislocationby establishing beyond secular concept, limited administrative capacity concept, people-orientedservice concepts and universities multi-governance concept. Secondly, defining the orientation ofadaptation of the role dislocation by strengthening the role consciousness, clearing role status, etc. Third, laying the foundation of adaptation of the role dislocation which can achieve bysetting a dedicated professor committee, council, and the establishment of the mechanism ofevaluation. Fourth, providing user-friendly support for the adaptation of the role dislocation bybuilding communication platform, experiencing and reflection platform.