| 摘要: |
| 大学教师绩效评价是组织基于一定的评价标准对教师工作绩效进行价值判断的过程，教师个体与相关组织根据评价结果做出反馈，实现双方互动。根据工作需求—资源理论，绩效评价是大学组织向教师个体提出的任务需求，具有诊断性、鉴定性、导向性、调控性和激励性等功能。但在教育实践中，评价指标体系本身的合理性及教师对它的理解都可能与评价的初衷出现背离，从而影响评价实施的效果。因此需要在充分认识教师劳动本质的前提下，重视指标体系的科学化建设，释放评价指标体系的多重功能，真正深化一流大学评价改革。 |
| 关键词: 大学教师 绩效评价 工作需求—资源理论 评价改革 |
| DOI： |
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| 基金项目:2021年度安徽师范大学博士科研基金项目（752097） |
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| Performance Evaluation and the Growth of Faculty in World-class Universities |
| Jiang Shan1, Liu Shaoxue2 |
| (1.School of Educational Science, Anhui Normal University, Wuhu, Anhui 241002; 2. School of Education, Shanghai Jiao Tong University, Shanghai 200240) |
| Abstract: |
| The performance evaluation of faculty in universities is the process of organizing the value judgment of faculty’s work performance based on certain evaluation indexes, and then giving feedback based on the evaluation results to realize the interaction between individuals and higher education institutions. From the perspective of job demands-resources model, performance evaluation is a list of task requirements put forward by universities for individual faculty members, which should have the functions of diagnosis, identification, guidance, regulation and motivation. However, the rationality of the evaluation index system and the faculty’s understanding may deviate from the original intention of the evaluation in practice, thus affecting the implementation of the evaluation. Therefore, it is necessary to fully understand the nature of faculty’s work, and emphasize on the scientific construction of the evaluation index system, in order to release its multiple functions and truly deepen the reform of world-class university evaluation. |
| Key words: Faculty in universities Performance evaluation Job demands-resources model Reform of evaluation |
