高校教师科研创新自我约束机制构建研究——超越“非升即走”与“职称退步”

Research on the Construction of Self-Restraint Mechanism for University Faculty’s Scientific Research Innovation—Beyond “Up-or-Out” and “Title Demotion”

摘要: 近年来，为优化师资结构、推动人才有序流动、激发教师工作积极性，“非升即走”和“职称退步”的政策已逐渐成为高校的标配，然而政策执行中高校过分追求效率与教师崇尚学术自由的精神相悖，因此找到制度建设的平衡点至关重要。本文通过探寻非升即走和职称退步背后高校行政逻辑和学术权力逻辑的博弈过程，进而分析政策执行中的矛盾冲突，进一步地，考虑到政策执行的效率损失和社会成本，探索构建以内隐动机为主的高校教师自我约束机制尤为必要。自我约束机制的建立需要从高校教师内在学术责任的激发、宽容性学术治理的建设和服务型组织的构建等方面发力。最后，本文认为非升即走和职称退步政策的执行还需要考虑制度刚性和德行并重、重塑高校“人本”治理的价值导向、强化聘任制下的全过程保障机制等。

Abstract: In recent years, to optimize faculty structure, promote orderly talent mobility, and stimulate teachers’ work motivation, the “up-or-out” and “title demotion” policies have gradually become standard practice in universities. However, the excessive pursuit of efficiency in policy implementation conflicts with the spirit of academic freedom cherished by faculty. Therefore, finding a balance in institutional design is crucial. This paper explores the game between administrative power logic and academic power logic underlying the “up-or-out” and “title demotion” policies, analyzing the conflicts arising from policy implementation. Furthermore, considering the efficiency loss and social costs of policy implementation, it argues that constructing a self-restraint mechanism for university faculty, primarily driven by intrinsic motivation, is particularly necessary. The establishment of such a self-restraint mechanism requires efforts in stimulating faculty’s intrinsic academic responsibility, fostering permissive academic governance, and building service-oriented organizations. Finally, this paper proposes that the implementation of “up-or-out” and “title demotion” policies should also consider institutional rigidity with equal emphasis on ethics, reshape the human-oriented governance value orientation of universities, and strengthen the whole-process guarantee mechanism under the appointment system.