科研管理

科研管理 ›› 2019, Vol. 40 ›› Issue (1): 199-208.

• 论文 • 上一篇    

外在激励、内在激励对高校教师科研绩效的影响

刘广1,虞华君2   

  1. 1.杭州电子科技大学管理学院，浙江 杭州310018；
    2.中国计量大学人文社科学院，浙江 杭州310018
  • 收稿日期:2015-12-11 修回日期:2018-04-26 出版日期:2019-01-20 发布日期:2019-01-21
  • 通讯作者: 刘广
  • 基金资助:
    国家社科重大项目（12&ZD020，起止日期：2012.04-2017.04）；国家科技支撑项目（2015BAK26B00，起止日期：2015.09-2018.06）；国家社会科学基金面上项目（15BGL100，起止日期：2015.07-2018.12）。

Effects of extrinsic incentive and intrinsic motivation on college teacher’s research performance

Liu Guang1, Yu Huajun2   

  1. 1. Management School, Hangzhou Dianzi University, Hangzhou 310018, Zhejiang, China;
    2. School of Humanities and Social Sciences, China Jiliang University, Hangzhou 310018, Zhejiang, China
  • Received:2015-12-11 Revised:2018-04-26 Online:2019-01-20 Published:2019-01-21

摘要： 探索激励因素影响高校教师科研绩效的机理对于创新我国高校科研激励体制具有重要意义。通过703份高校教师的有效调查问卷，在EFA分析外在激励、内在激励和科研绩效的结构维度基础上，应用SEM的路径分析方法实证检验外在激励和内在激励分别对科研绩效的影响。EFA研究结果表明：外在激励包括薪酬激励、考核激励和晋升激励；内在激励包括创新激励、成就激励和社交激励；科研绩效包括过程绩效和结果绩效。路径分析研究发现：第一，薪酬、考核和成就的激励不影响过程绩效，而晋升、创新和社交的激励不仅影响而且能通过它进一步影响结果绩效。第二，通过晋升和社交的激励不能直接影响结果绩效，直接通过薪酬、考核、创新和成就的激励对结果绩效产生消极影响。第三，过程绩效（科研态度和行为）是激励因素能够真正发挥作用的中间变量和关键变量。上述成果对我国高校科研管理改革有一定的参考价值。

关键词: 高校教师, 科研绩效, 外在激励, 内在激励

Abstract: Exploring the mechanism of college teacher’s motivation effects on their research performance is very important for the innovation system of colleges research incentive. Through the 703 valid questionnaires from college teachers, the empirical tests of extrinsic incentive’s and intrinsic motivation’s effects on research performance are separately studied by using the path analysis of SEM (Structural Equation Model), based on the structural dimension analysis of extrinsic incentive and intrinsic motivation and research performance by EFA (Exploratory Factor Analysis). The results of EFA indicate as follows: 1. Extrinsic incentive includes salary incentive, evaluation incentive and promotion incentive; 2. Intrinsic motivation includes innovation motivation, achievement motivation, social motivation; and 3. Research performance includes process performance and result performance. The path analysis results are as follow: first, salary incentive, evaluation incentive and achievement motivation do not affect the process performance, while promotion incentive, innovation motivation and social motivation not only do but also further affect result performance by it. second, promotion incentive and social motivation do not directly affect result performance. Furthermore, salary incentive, evaluation incentive, innovation motivation and achievement motivation have the direct negative effects on result performance; and third, process performance(attitude and behavior) is the intermediate variable and key variable that can really make motivators work. The above results have certain reference value for the management reform of science research in Chinese colleges.

Key words: college teacher, research performance, extrinsic incentive, intrinsic motivation