教师绩效工资改革是当前我国教育领域人事改革的重点举措，已从义务教育 学校推广到职业学校。随着我国经济发展的需要，职业教育也成为教育改革的重 要领域，特别是作为加工、制造业大省的广东，中职学校进入大发展阶段，中职 教师的管理、激励日益受到关注。因此，研究适合中职学校的绩效工资分配方案， 提出合理的改进建议，对于激发广大教职工工作的主动性、积极性和创造性，促 进教师专业成长，提高教育质量和学校核心竞争力有着重要的意义。本研究梳理 了绩效工资制度的理论基础，从公平理论视角，运用案例研究方法，对广东某一 中职学校绩效工资分配方案进行了实证研究，分析其存在问题，并提出了改进对 策，以期对广东推进中职学校绩效工资改革政策、激发教师工作积极性、提高中 职教育质量提供有意义的参考。一是提高教职工的整体工资水平，二是提高制定 绩效工资分配方案的教职工参与度，三是提高分配方案的公平度，剔除与绩效无 关的指标，四是在绩效工资实施操作中应体现公平，五是提高分配方案的激励作 用,六是建立绩效工资申诉制度。 关键词，中等职业学校 绩效工资 公平II Abstract Teacher merit pay reform is the focus of the current field of education in our country the personnel reform measures, has been extended to vocational school from compulsory education school. With the need of economic development in China, vocational education has become an important field of education reform, especially as a processing and manufacturing industry in guangdong province, secondary vocational school in large development stage, secondary vocational teachers' management, incentive is becoming more and more attention. So the performance salary allocation scheme for secondary vocational schools, puts forward reasonable Suggestions for improvement, to arouse the initiative of the staff work, enthusiasm and creativity, promote the teacher professional development, improve the quality of education and school core competitiveness has important significance. Combed the performance wage system's theory basis, from the perspective of equity theory, using case study method, a secondary vocational school of guangdong performance salary allocation scheme has carried on the empirical study, analyzes its existing problems, and put forward the improvement measures, in order to promote the reform of secondary vocational school performance wage policy in guangdong, arouse teachers' work enthusiasm, improve the quality of secondary vocational education to provide a meaningful reference. One is to enhance the overall level of wages of the staff and the other is the performance salary allocation scheme for staff participation, three is to improve the allocation of fair degree, excluding has nothing to do with the performance indicators, four is in the operation of performance-based pay implementation should reflect fairness, five is to improve the allocation of incentive, six appeal is to establish a merit pay system. Key Words: Secondary vocational schools performance pay policy fairIII 目录 摘要Ⅰ AbstractⅡ 第一章 绪论1 1.1 选题背景 1 1.2 研究目的和意义 2 1.3 研究方法 4 第二章 文献综述5 2.1 绩效工资概念界定 5 2.2 绩效工资的研究现状 6 2.3 现有研究存在的特点和问题 12 第三章 公平理论14 3.1 公平理论的提出 14 3.2 公平理论的感知 14 3.3 公平理论对本研究的指导 15 第四章 中职学校绩效工资分配方案实施情况调研17 4.1 调研设计 17 4.2 文本分析 17 4.3 调研结果 18 4.4 存在问题与成因分析 22 第五章 提高中职学校教师绩效工资改革成效的优化策略30 5.1 提高教职工的整体工资水平 30 5.2 提高制定绩效工资分配方案的教职工参与度31 5.3 以改善教育教学目标优化分配方案指标体系32 5.4 在绩效工资实施操作中应体现公平33 5.5 提高分配方案的激励作用 34IV 5.6 建立绩效工资申诉制度 35 第六章 结语36 6.1 研究结论 36 6.2 研究的局限与不足 36 6.3 研究展望 37