| As an important part of national science and technology innovation system, colleges and universities, especially research-oriented universities, take on a lot of the high level of scientific research, the establishment of a team of highly qualified full-time research staff has become the focus of the colleges and universities in recent years. Many research-oriented universities currently study full-time research team building experience abroad for reference, then combine with their own characteristics and needs, and explore a path of construction of full-time research staff policy. It has been initially formed, but for the actual status of implementation of the system is still unknown. This research uses policy analysis method and analyses some domestic research-oriented University of full-time research policy text and summarizes core of the policy goals in research-type universities in China -- through the full-time researcher appointment system to achieve a rapid increase in the school’s human resource reserves, then merit retention, improve the school’s academic influence in the short term, ultimately achieving the strategic goals of the university. Then the study focus a case of Nanjing University.The data is from interviewing 20 full-time research staff in-depth.The research suggests the aim of policy and its effect exists some significantly differences, the first is serious shortage in the incentive system, the willing to work of full-time research staff is generally low, and the second is too difficult to guarantee the fairness of the system, and the job satisfaction of full-time research staff is generally low. The following are the reasons:1. A high level of job orientation and the low level of resources don’t matchThe deviation of the position reflected in the post position and duty aspects. While the university positions full-time research post for transitional and temporary post, caused full-time research personnel "temps" of negative identity cognitive; on the other hand, the full-time research post of duties defined and actual in the Department on its of duties requires not match, caused full-time research personnel identity cognitive chaos, since than for postdoctoral, and Research Assistant, and academic Secretary or prepared outside lecturer, instead on its full-time research of identity.2. The standard is too vagueThe standard blur is reflected in recruitment, evaluation and promotion of many parts. While standard very fuzzy, and annually changes larger, with to full-time research personnel great to work not settled sense, it produces negative incentive; on the too stressed academic results of quantitative indicators, and no account discipline between of differences will lead to full-time research personnel blind to pursuit academic published of number, more time and energy used to published "short easy and fast " articles, Centerless research more has value of topics, also on difficult has major innovation research. Give rise to both a full-time research staff of different disciplines work intensity and the pressure difference, and cannot be implemented effectively assessing significance.At last, The author apply rational choice institutionalism theory to discuss previous problems, and think the roots of ineffectiveness is the related actor act following individual rational and strategic action and exists serious of information not symmetric, on this research made following recommends:while active created public discussion of platform, let different action who organic will mutual exchange views, eventually reached consensus, on the constantly improve vulnerable who of main consciousness, let them in policy developed and implementation process in the active intervention to express their aspirations. |
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