摘要
作为学术系统内部最核心的激励机制,聘任与晋升机制对教师学术活力和大学竞争力的提升有着重要影响。通过深入比较中国“准聘—长聘制度”与美国“终身教职制度”的实践逻辑,可以发现两者在价值预设、“非升即走”的适用范围、筛选机制及配套支持机制方面存在显著差异。在缺乏资源支持、名额有限、考核标准频繁变动的情况下,全过程竞争、低留任率和高职业压力成为我国高校教师准聘—长聘制度体系的显著特征。究其根源,我国准聘—长聘制度并非是教师群体基于维护学术自由的共同目的自发生成的,而是基于效率导向的行政逻辑自上而下推行的,不同制度行动者和治理机制之间缺乏适度制衡。在市场竞争不充分、行业协会发育不全、契约观念缺乏的情境下,准聘—长聘制度被异化为高校增强人事管制和提升组织效益的工具,而教师的合法权益却在很大程度上被忽视乃至“遮蔽”。从工具理性转向价值理性和法律理性,应成为我国高校教师聘用制改革的基本方向。据此,可从设定合理的留任率、构建公开透明且相对稳定的评价标准和以学术为主导的评审程序、完善针对终身轨教师的培育和支持体系以及退出流转机制等方面着手,重构我国高校教师准聘—长聘制的实践逻辑。
As the core incentive mechanism in the academic system,the mechanism of appointment and promotion has an important impact on the improvement of the academic vitality of faculty and the competitiveness of university organizations.Through an in-depth comparison of the Chinese and American tenure track systems,this paper finds that there are significant differences in value presupposition,the scope of application of the up-or-out rule,the screening mechanism,and the supporting mechanism.The tenure track system in China is characterized by the absence of resource support,limited promotion quotas,frequent changes in evaluation standards,competition throughout the process,low retention rate,and high professional pressure.The root cause is that the tenure-track and long-term appointment system in China is not generated spontaneously by the teachers'group based on the common purpose of maintaining academic freedom but is implemented from top to bottom based on the administrative logic of efficiency orientation,and there is a lack of appropriate checks and balances between different institutional actors and governance mechanisms.In the context of insufficient market competition,underdeveloped institutional associations,and lack of contract concepts and credit systems,the tenure track and long-term employment system has been alienated as a tool for colleges and universities to enhance teachers'personnel control and improve organizational efficiency,while the protection of teachers'legitimate rights and interests has been largely ignored.The transformation of instrumental rationality to academic rationality and legal rationality should be the basic direction of the reform of the employment system in China.Therefore,the practical logic of the tenure track and long-term employment system of university teachers in China can be reconstructed by setting a reasonable retention rate,constructing open,transparent,relatively stable evaluation standards and academic-led evaluation procedures,improving the cultivation and support system,and ending the circulation mechanism for tenure-track teachers.
出处
《大学教育科学》
CSSCI
北大核心
2023年第2期93-102,共10页
University Education Science
基金
2022年教育部人文社会科学研究青年基金项目“我国研究型大学教师‘准聘-长聘’制改革的实施效应及优化路径研究”(22YJC880074)。
关键词
准聘—长聘制
“非升即走”
实践逻辑
学术理性
tenure-track and long-term employment
up-or-out
practical logic
academic rationality
