【作者】 刘仁义；

【导师】 陈士俊；

【作者基本信息】 天津大学 ， 管理科学与工程， 2007， 博士

【摘要】 高等学校是国家科技创新体系的重要组成部分,高校教师是科技创新的重要力量,科技创新已成为高校教师重要的职责之一。与此相适应,对高校教师的科技创新工作应该有科学、合理的评价体系和激励机制,以调动其积极性和创造性。与科研院所的科技人员相比,高校教师从事的科技创新工作有其特殊性,因为高校教师的另一主要职责是为社会培养人才。高校教师的科技工作要促进学校学科建设,要把科技前沿知识、科技创新精神潜移默化地传递给学生,以提高教学质量和学生创新能力。另外,高校教师间又因所在学科、研究专长、发展阶段不同而存在较大差异。因此,探讨高校教师科技绩效评价问题,根据学校、学科、发展阶段等不同因素提出符合高校教师特点的科学、公正、合理的科技绩效分类评价指标体系,既是调动高校教师科技创新积极性,提高科技创新水平的需要,也是促进高等学校学科建设和人才培养的需要。本文在总结分析我国高校教师科技评价工作发展现状的基础上,提出了高校教师科技绩效评价的概念,认为应该对高校教师包括研究与试验发展(R&D)、R&D成果应用、科技服务(STS)等科技活动在内的全部科技活动进行绩效评价;在进行调查问卷和分析已有文献后,针对存在的问题提出了高校教师进行科技绩效评价所应遵循的理念与原则,认为科技绩效评价要促进高校学科建设,要根据学校类型、学科类型、教师的不同情况等进行分类评价,要创造宽松创新环境、合理确定评价周期;考虑到科技资源占用和科技成本的投入,作者提出把科技成本投入和科技负产出作为评价指标,并结合科技产出指标,根据教师的不同情况分别设定评价指标体系与权重;最后,重新构建了高校教师科技绩效评价模型,并结合某校实际情况进行了实证分析。本文运用科技管理、绩效评价、激励理论等理论知识,综合运用德尔菲法、层次分析法(AHP)、文献计量等评价方法,分类构建了高校教师科技绩效评价指标体系与模型,系统研究了高校教师这一作为我国科技创新重要力量的特定群体的科技绩效评价问题,力图为高校教师的科技绩效评价工作提供理论支撑和方法借鉴。更多还原

【Abstract】 Colleges and universities are the important part of national scientific and technical innovation system. Teachers in colleges and universities are the major force in this innovation, which has been one of the teachers’main duties. So, scientific and reasonable evaluation system and inspiring mechanism should be used to evaluate teachers’innovative work to promote teachers’enthusiasm and creativity in scientific and technical innovation.Compared with research personal in scientific research institutions, university teachers’scientific and technical innovation work has its particularity, for the reason that they have another holy ability-teach students. University teachers’scientific and technical work should accelerate discipline construction. They should improve the teaching quality and the students’innovation ability by teaching the advanced S&T knowledge and impact them with science sprit. In addition, different teacher has his own characteristic just as his discipline, specialty and seedtime. So to study the problems of the university teachers’performance evaluation in S&T and to bring forward scientific, fair and reasonable performance evaluation index system according to the type of university, discipline and seedtime is very important. It not only can promote teachers’enthusiasm and creativity in scientific and technical innovation but also can accelerate discipline construction and improve the level of cultivating students in universities.Based on the analysis of the present situation of teachers’performance evaluation in S&T in our country, this thesis brought forward the conception of scientific and technical performance evaluation. Due to this concept, the evaluation on university teachers should include R&D, application of R&D achievements and science and technology service (STS). After analyzing the investigating questionnaire and the literature search, this thesis brought forward the concept and principle of university teachers’performance evaluation in S&T according to the existing problems, such as accelerating discipline construction, classified evaluation by school types, discipline types and teachers’different condition, making the comfort innovation environment, designing the reasonable evaluating cycle. In the evaluating model, the indexes of scientific and technical cost and negative output were given by the author. The evaluation index system and weight and evaluating model were built with the indexes of cost, output and negative output according to different types of teacher. At last, a demonstration was given according to a university’s actual condition. Based on the theory of performance evaluation, management of science and technology, motivation theory, combined together with the evaluating methods of Delphi, AHP and bibliometrics, the index system and model of university teachers’performance evaluation was built up. This thesis systemically studied the problems of university teachers’performance evaluation in S&T. It strives to provide academic support and useful methods for university teachers’performance evaluation in S&T.更多还原