贾伟强 付梦杰 方明

摘  要：有效的激励机制是实现民办高校与教师发展目标的重要保障。实践中，激励机制设计时存在民办高校长期发展目标与短期效益目标冲突、激励措施未能匹配教师需求目标、激励力度不足以体现教师付出的人力资本价值、绩效考核难以有效引导教师行为等问题，此类问题制约了激励机制实施的效果。文章在委托-代理理论的视角下，对以上问题进行了阐释，并对民办高校激励机制设计的基础、完善激励机制的对策进行了理论探讨。文章的研究结果，为民办高校激励问题的理论研究与激励实践提供了借鉴。

关键词：委托-代理理论;民办高校;教师;激励机制

中图分类号：G640 文献标志码：A 文章编号：2096-000X（2021）15-0080-04

Abstract： An effective incentive mechanism is the important guarantee to realize the development goals of private universities and teachers. In practice， there are some problems in the design of incentive mechanism， such as the conflict between long-term development goal and short-term benefit goal， the failure of incentive measures to match teachers' demand goal， the insufficient incentive strength to reflect the human capital value paid by teachers， and the difficulty of performance appraisal to guide teachers' behavior effectively. In this paper， from the perspective of principal-agent theory， the above problems are explained， and the foundation of incentive mechanism design of private universities and the countermeasures to improve the incentive mechanism are discussed. The research results of this paper provide a reference for the theoretical research and incentive practice of the incentive problem of private universities.

Keywords： Principal-agent Theory; private colleges and universities; teacher; incentive mechanism

教育部2019年公布的《全國普通高等学校名单》中，全国高等学校2956所，其中国家承认学历的民办高校一共有735所，数据显示，民办高等教育已经成为我国高等教育的重要组成部分。在民办高校发展过程中，教师是民办高校开展教学和科研的基础保障，如何激励民办高校教师提高工作积极性与工作绩效，对民办高校提高办学质量与办学水平具有重要的意义。关于民办高校教师激励问题的研究颇多，大多以管理学激励理论为基础进行研究，[1-4]或对民办高校激励问题进行的实证研究。[5-7]然而，现实中激励扭曲现象却不胜枚举：希望得到B，但结果得到的是A。[8]民办高校教师激励扭曲的突出表现为激励不足、考核低效，甚至教师流失现象严重。……