美国哈佛大学“非升即走”制度研究

发布时间：2018-04-24 09:21

本文选题：哈佛大学 + 教师管理　；参考：《山东师范大学》2017年硕士论文

【摘要】：“非升即走”制度起源于哈佛大学,最初是科南特校长为提高教师教学和科研水平、筛选合格教师而建立的一项教师考核晋升制度。该制度规定在一定年限(通常为七年)内,如果达不到晋升的要求,就要被辞退。随着时间发展,“非升即走”制度不仅成为哈佛大学教师管理的一项基本制度,也成为美国高校教师管理的标配之一,更对世界其他国家产生了深远影响。目前,我国很多高校已经实施“非升即走”制度,很多学者对我国高校的“非升即走”制度都发表了自己的看法。总的来说,该制度的实施效果不尽人意,所以进一步加强“非升即走”制度的理论研究迫在眉睫。本论文主要采用个案研究法、文献法和对比研究法对哈佛大学“非升即走”制度进行研究。“非升即走”制度的起源与发展主要经历“只升不走”时期、“非升即走”雏形时期、“非升即走”确立时期和“非升即走”发展时期。在这四个时期中有两个明显标志,一是1860年,哈佛大学对新进入的教授提出了达到某种等级的限制,这是“非升即走”制度雏形时期;二是1938年在科南特校长要求下,八人委员会制订了关于教师考核的文件,这成为该制度正式确立的标志。哈佛大学“非升即走”制度对讲师、助理教授、副教授有不同的考核内容与标准、考核程序与步骤。通过分析发现强调学术为本、讲究效率与公平、兼具监控与激励作用是该制度最主要特点。此外,“非升即走”制度影响甚广,不仅促使哈佛大学成为世界顶极高校,也成为美国高校最常见的教师管理制度之一,更吸引着世界各国高校纷纷效仿并推行该制度。高度的学术自治权、学术自由氛围、严格的考核晋升机制以及完善的保障机制是哈佛大学成功实施“非升即走”制度的根本保障,但是“非升即走”制度在发展过程中也出现了一些弊端,所以笔者从“非升即走”制度的精神内核、考核标准、对教师的双重影响三方面给出自己的思考。哈佛大学“非升即走”制度的成功实施对我国高校实施“非升即走”制度有一定借鉴意义。一是需要建立良好的学术环境,包括营造学术自由氛围、保证学术力量的权威性;二是从考核期限、标准、程序入手,细化考核机制,严格考核程序;三是建立保障机制,为教师发展提供支持,包括落实教师发展机制、教师激励机制的建设。通过深入研究“非升即走”制度,本论文力图完整展示该制度产生与发展过程、实施过程,并重新审视“非升即走”制度,结合研究结果丰富我国学术界对“非升即走”制度的研究,为我国高校教师管理制度改革提供一些思路。
[Abstract]:The system of "either rising or walking" originated from Harvard University. At first, President Conant established a system of teacher assessment and promotion to improve the teaching and research level of teachers and to select qualified teachers. The system provides for dismissal within a certain period of time (usually seven years) if the promotion requirement is not met. With the development of time, the system of "rising or walking" has not only become a basic system of the management of teachers in Harvard University, but also become one of the standard combinations of the management of teachers in American colleges and universities, and has had a profound impact on other countries in the world. At present, many colleges and universities in our country have implemented the system of "either rising or walking", and many scholars have expressed their views on the system of "either rising or walking". In general, the effect of this system is not satisfactory, so it is urgent to further strengthen the theoretical study of the system. This thesis mainly uses case study, literature method and contrast research method to study the system of "go or go" in Harvard University. The origin and development of the system of "either rise or walk" mainly experienced the period of "only rising or not moving", the embryonic period of "rising or walking", the period of establishment of "rising or walking" and the period of development of "rising or walking". There were two distinct signs in these four periods: first, in 1860, Harvard University imposed a certain level of restriction on new professors, which was the rudimentary period of the "rise or go" system; and in 1938, at the request of President Conant, The eight-member committee made a document on teacher assessment, which became the symbol of the system. There are different contents and standards, procedures and steps for lecturers, assistant professors and associate professors in Harvard University. Through analysis, it is found that the main features of this system are the emphasis on academicism, the emphasis on efficiency and fairness, as well as the role of supervision and encouragement. In addition, the "rise or go" system has a wide influence, which not only makes Harvard University become the top university in the world, but also becomes one of the most common teacher management systems in American colleges and universities, and attracts colleges and universities all over the world to follow and carry out this system one after another. A high degree of academic autonomy, an atmosphere of academic freedom, a strict assessment and promotion mechanism and a sound guarantee mechanism are the fundamental guarantees for the successful implementation of the "go or go" system at Harvard University. However, there are some drawbacks in the development of the system, so the author puts forward his own thinking from three aspects: the spiritual core of the system, the standard of examination and the dual influence on teachers. The successful implementation of the system of "either rising or walking" at Harvard University has certain reference significance for the implementation of the system of "either rising or walking" in our country's colleges and universities. First, it is necessary to establish a good academic environment, including creating an atmosphere of academic freedom to ensure the authority of academic forces; second, starting with the examination period, standards, procedures, refinement of the assessment mechanism and strict assessment procedures; and third, establishing a safeguard mechanism. To provide support for teacher development, including the implementation of teacher development mechanism, teacher incentive mechanism construction. Through the in-depth study of the system, this paper tries to show the emergence and development of the system, the implementation process, and re-examine the system of "rise or walk" system. Combined with the research results, this paper enriches the research on the system of "rise or go" in the academic circles of our country, and provides some ideas for the reform of teachers' management system in colleges and universities in our country.
【学位授予单位】：山东师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G649.712

【参考文献】