The Incentive Mechanism Of University Teachers

The institutions of higher education are the center of training modern talents, there is no doubt that it plays a very important part in higher education. As the main part of the modern education, university teachers are key factor of improving the whole country’s education level. Look into the future, national development increasingly high demand for talents; it also put forward higher requirements of the overall level of university teachers. Modern society is changing quickly, studying the innovative of incentive mechanism of university teachers to improve the working motivation of university teachers, to make sure their working effect is good for the study of national’s higher education and the training system in universities, also it’s the certain demand of being a big country with so many talents and improving the competitiveness of international. Therefore, we must keep studying the incentive mechanism of university teachers, coming up with more ways to incentive the university teachers to make the incentive mechanism of university teachers more reasonable, comprehensive, effectively and innovatively. The paper consists of seven chapters.The first and second chapters introduce the meaning and theories of the incentive mechanism of university teachers, including Content-Based Incentive theory, Process theory and Behavior Modification driving theory, the paper is base on these theories. The third chapter introduces the situation of the incentive mechanism of university teachers of China in nowadays. Base on the paper, the incentive mechanism of university teachers of China consists of four parts, including the payment, the position, the assessment and the honor. The paper states that the incentive mechanism of university teachers of China has many problems in the payment system, the hiring system, the assessment system, knowing university teachers’special need and lacking of the third institution, it also explains the reason. The forth chapter introduces the incentive mechanism of university teachers of American in order to come up with some helpful experience, including the hiring system, the appointment system, the assessment system and the payment system. The result including the importance of balance system, the importance of management, exploring the most appropriate development model for universities, the importance of the professional Spirit. The fifth chapter introduces the empirical research on some universities in Fuzhou, by designing the questionnaire, testing the reliability, selecting the variable and modeling to summarize the results. Base on the above-mentioned study, the sixth chapter introduces how to complete the incentive mechanism of university teachers of China, including the construction of the incentive payment system, building a sound mechanism for appointment, the construction of the scientific assessment system, improving the comprehensiveness of incentive content and optimizing the stimulating environment of university teachers. The seventh chapter summarizes the above-mentioned study to come up with the final results.