人性假设理论视阈下地方高校教师流动的影响因素 及管理对策
The Influence Factors and Management Countermeasures of Faculty Mobility of Local Universities under the Perspective of Humanity Assumption Theory

由于地方高校师资管理理念陈旧、管理效率低下，教师的 频繁流动不仅不能为地方高校注入新鲜的血液，增强师资力量， 反而加深了有限的高等教育资源在不同层次高校间分布的“非均 衡”程度，造成大量地方高校优秀教师流失。其根源是基于不同 人性假设的不同需求在个人与组织间的博弈。因此，横向上从“复 杂人”、“经济人”、“自我实现人”、“社会人”、“文化人”等不同 人性假设出发，纵向上关注个人与组织的关系的变化，分析其流 动的影响因素，并结合“权变管理”、“科学管理”、“参与式管 理”、“人际关系理论”、“人本管理” 探讨地方高校教师管理对 策有一定实际意义。
Due to outdated faculty management concepts and lower management efficiency in local universities, faculty mobility couldn’t pour fresh blood into local universities’ faculty and strengthen the faculty; on the contrary, it has deepened the “non-equilibrium” degree of distribution of limited higher education resources among different level colleges and universities, and has caused the leave of a mass of prominent faculties. Its root is different needs based on different humanity assumption theories in the game between individuals and units. Therefore, it possesses a certain practical significance to explore the influence factors and management countermeasures of faculty mobility of local universities. We should analyze them from different humanity assumptions of “complex man”, “economic man”, “self-actualizing man”, “social man”, “cultural man”, and concern the changes of relation between personage and organization, and combine “contingency management”, “scientific management”, “participative management”, “human relation theory”, and “people-oriented management”.