基于自我效能理论的研究生管理体系构建

The Construction of a Postgraduate Management System Based on Self-Efficacy Theory

摘要: 本文针对当前研究生培养中普遍存在的学习积极性不足、科研创新动力分化等问题，深入剖析了传统监管式管理方法的局限性。基于班杜拉的自我效能理论及相关研究，本文指出，过度依赖规制性压力的管理模式可能挫伤研究生的科研自我效能感，从而抑制其创新动机。为此，本研究提出一套从被动监管向主动赋能转变的研究生管理与激励体系。该体系以提升研究生的自我效能感为核心，包含能力成长计划、科研项目推进和团队责任协作三方面构成的能力构建模型，并辅以分层渐进式激励机制。本文最后探讨了该体系中导师承担的角色以及体系实施过程中可能的挑战与建议，旨在为构建高效率、高产出、高满意度的导学关系提供一套可行的改革方案。

Abstract: This article addresses the prevalent issues in current postgraduate education, such as insufficient learning enthusiasm and differentiated research innovation motivation. It delves into the limitations of the traditional supervisory management approach. Based on Bandura’s self-efficacy theory and related research, it is pointed out that a management model overly reliant on regulatory pressure may undermine postgraduates’ research self-efficacy, thereby suppressing their innovation drive. Therefore, this study proposes a management and incentive system for postgraduates that shifts from passive supervision to active empowerment. This system centers on enhancing postgraduates’ self-efficacy and consists of a capability-building model encompassing three aspects: capability growth plans, research project advancement, and team responsibility collaboration, supplemented by a hierarchical and progressive incentive mechanism. This article finally explores the role of mentors in the system and the possible challenges and suggestions during the implementation of the system, aiming to provide a feasible reform plan for building a highly efficient, high-output and high-satisfaction mentor-student relationship.