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篇名 |
留才攬才利器:美國大學教師薪資制度的特色及其對臺灣的啟示
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並列篇名 | Methods of Facilitating the Recruitment and Retention of University Talent: The Features of University Faculty Compensation System in the United States and Its Implications for Taiwan |
作者 | 劉秀曦、陳玉娟 |
中文摘要 | 薪資待遇不僅攸關大學教師個人的生活品質,也是學校教學和研究團隊能夠穩定運作之基礎,因此,大學教師薪資在高等教育研究領域中,向來都是備受關注的議題。本研究旨在探究臺灣大學教師薪資水準在全球之定位,並以美國為對象,剖析其大學教師薪資制度的主要特色,藉此理解作為一個能夠吸引全球人才的高等教育強國,其大學教師薪資制度有何值得臺灣參考和學習之處。為達成前述目的,本研究採用半結構式訪談和文件分析法,最後根據研究發現提出對國內大學教師薪資制度的六項啟示:一、臺灣之大學教師薪資具國內競爭力但全球競爭力有待提升;二、彈性薪資等方案具有成效,但經費來源不穩定影響其延續性;三、擴大差異化已成為主要國家大學教師薪資制度改革的共同趨勢;四、教師績效薪資應採取外加方式並建立公平的競爭機制;五、完善大學教師評鑑制度以作為績效薪資核發之基礎;六、建立「基本需求+差異化+績效表現」之薪資結構模式。 |
英文摘要 | Research Motivation and Purpose As the global competition for talent becomes increasingly fierce, competent authorities are now faced with the urgent need to select effective strategies for maximizing talent recruitment and retention. Although compensation level is not the only factor contributing to talent attraction, and a researcher’s income cannot fully reflect their academic value or social contributions, in today’s increasingly market-oriented higher education environment, salary increases are still regarded by many countries as a key policy instrument in the global competition for talent. Given that a number of well-known universities in the United States are listed in the World University Rankings and that Taiwan’s higher education and human resource management systems are mostly based on the American systems, this study analyzed the university faculty compensation system in the United States to glean possible insights for the Taiwanese system. Our findings can help Taiwanese universities and colleges improve the effectiveness of their strategies for talent recruitment and retention. Literature Review The purpose of the literature review was to identify current trends and problems through the collation and analysis of relevant data and documents. The review was divided into four parts:
Research Methods Based on the collation and analysis of relevant documents and data in Taiwan and abroad, we summarized the characteristics of the university faculty compensation system in the United States and the problems with the university faculty compensation system in Taiwan, which were then used to draft an outline for subsequent interviews. Interviews are the most direct approach to collecting the opinions and suggestions of experts. The interview responses not only enabled us to verify the accuracy of our document analysis but also addressed the shortcomings of the findings from the literature review and document analysis. Research Results By integrating the findings from the literature review, document analysis, and interviews, we arrived at the following conclusions:
Implications Based on the literature review, document analysis, and interview results, we identified the following implications for the university faculty compensation system in Taiwan:
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起訖頁 | 001-031 |
關鍵詞 | 大學教師薪資、美國、差異化、基本需求薪資、績效薪資、university faculty compensation、United States、differentiation、need-based compensation、performance-based compensation |
刊名 | 教育科學研究期刊 |
期數 | 202206 (67:2期) |
出版單位 | 國立臺灣師範大學 |
DOI | https://doi.org/10.6209/JORIES.202206_67(2).0001 複製DOI |
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