教师工作绩效是整个高校教学质量的真正体现，怎样判断教师工作绩效的实际价 值，构建强大师资团队，其核心点在于创建科学评估体制。科学实用的评估体制能够 让教师的潜能发挥到最大，大幅度提高整个学校的教学质量，这就会带来更大的社会 影响力。 本文首先进行概念界定和理论分析。主要概念有：民办高校、绩效评级；主要理 论有：冗余资源理论、管理人性理论（Z理论）、行为科学等多种理论。借助这类理论 进行研究，构建能发挥实际作用的教师工作绩效评估体制，通过相关理论观点与现实 案例对应的相关方法，将CM学院作为研究对象，具体探索该学院教师绩效评估体制 的现实情况，得知如今影响学院教师工作绩效评价的问题体现在评估指标体制缺失、 指标设计违反实用性等方面。围绕这些问题展开深度研究，从而创建科学有效的评估 指标体制，并将模型重新构造，有针对性的建议该体制具体权重，最后根据该学院的 实际情况公正评估教师的具体绩效。 以下是本文主要研究内容：第一，将CM学院作为研究对象，对该学院当前教师 绩效评估的现实情况进行总结，分析得知影响学院教师工作绩效评价的问题体现在评 估指标体制缺失、指标设计违反实用性等方面，其根本在于教师工作繁琐且很多教师 迫切想要做出业绩的焦虑心理导致；第二，本着实用性、科学性、互异性、公示性等 原则，根据层次分析法创立评估体制，再通过指标权重精准计算避免误差；第三，为 确保完善性，围绕教师工作绩效进行具体严谨的评估规范设置，通过360度评价法， 即教师评价要受到学生、领导、其他教师的共同打分，这样能更全面完善的体现教师 的实际绩效能力，能有效的避免主观意识导致的不公；第四，学校高层管理者要意识 到绩效考核的作用，要多方面调查考核信息欧亿·体育（中国）有限公司、针对负责绩效考核的工作人员展开 具体培训，提高其专业能力、进一步提升考核实用性、确保信息及时精准，并在健全 相关制度规范、建立绩效考评信息系统和培育以人为本的校园文化方面做出努力。 关键词：民办高校；教师；绩效评价；AHP 河北CM学院教师工作绩效评价研究 II ABSTRACT Teachers’work performance is the true embodiment of the teaching quality of the whole university. How to judge the actual value of teachers' work performance and build a strong team of teachers, the core of which is to create a scientific evaluation system. Scientific and practical evaluation system can maximize the potential of teachers, greatly improve the quality of teaching throughout the school, which will bring greater social influence. This paper first defines the concept and analyzes the theory. The main concepts are: private colleges and universities, performance ratings; the main theories are: redundant resources theory, management theory of human nature (Z theory), behavioral science and other theories. With the help of this kind of theory to study and construct a teacher's work performance evaluation system which can play a practical role, through the relevant theories and methods corresponding to real cases, CM College is taken as the research object, and the actual situation of the teacher's performance evaluation system in CM College is explored concretely. The problem of price is reflected in the lack of evaluation index system and the violation of practicability of index design. In order to create a scientific and effective evaluation index system, the model is reconstructed, and the specific weight of the system is proposed. Finally, the specific performance of teachers is fairly evaluated according to the actual situation of the college. The following are the main contents of this paper: Firstly, taking CM College as the research object, this paper summarizes the current situation of teachers'performance evaluation in CM College, and finds out that the problems affecting teachers' performance evaluation in CM College lie in the lack of evaluation index system and the violation of practicality of index design. Anxiety caused by tedious work and many teachers'eagerness to make achievements; secondly, based on the principles of practicality, scientificity, mutuality and publicity, an evaluation system was established according to the analytic hierarchy process (AHP), and then error was avoided by precise calculation of index weight; thirdly, to ensure perfection, teachers' work performance was carried out around. Through 360-degree evaluation method, that is, teachers'evaluation should be scored by students, leaders and other teachers, so that teachers' actual performance ability can be fully reflected and unfairness caused by subjective consciousness can be effectively avoided. Fourthly, senior school managers should be aware of the performance evaluation. The function is to investigate and assess information in many ways, carry out specific training for the staff in charge of performance appraisal, improve their professional ability, further enhance the practicability of appraisal, ensure timely and accurate information, and improve relevant systems and norms, establish performance appraisal information system and cultivate people-oriented campus culture. Make efforts. KEYWORDS: private colleges; teachers; performance evaluation; AHP 河北地质大学硕士学位论文 1 目 录 摘要 ................................................................................................................... I ABSTRACT ..............................................................................................................II 第1章 绪 论 ........................................................................................................ 1 1.1 研究背景及意义 ................................................ 1 1.1.1 研究背景 .................................................. 1 1.1.2 研究意义 .................................................. 2 1.2 国内外研究现状 ................................................ 3 1.2.1 国外研究现状 .............................................. 3 1.2.2 国内研究现状 .............................................. 5 1.2.3 国内外研究现状综述 ........................................ 7 1.3 研究方法和技术路线图 .......................................... 7 1.3.1 研究方法 .................................................. 7 1.3.2 技术路线图 ................................................ 8 1.4 论文创新点 ................................................... 10 第2章 教师工作绩效评价的理论基础 ............................................................... 11 2.1 教师工作绩效评价的概念和特点 ................................. 11 2.1.1 绩效评价概念 ............................................. 11 2.1.2 民办高校教师工作绩效评价的特点 ........................... 12 2.2 教师工作绩效评价相关理论 ..................................... 13 2.2.1 绩效评价理论 ............................................. 13 2.2.2 波特·劳勒激励理论 ....................................... 14 2.2.3 冗余资源理论 ............................................. 16 2.2.4 行为科学理论 ............................................. 17 2.3 本章小结 ..................................................... 17 第3章 河北CM学院教师工作绩效评价现状分析 .............................................. 19 3.1 河北CM学院教师工作绩效评价的现状 ............................ 19 3.1.1 河北CM学院的概况 ........................................ 19 3.1.2 河北CM学院教师队伍发展现状 .............................. 19 3.1.3 河北CM学校现行教师工作绩效评价方案 ...................... 20 河北CM学院教师工作绩效评价研究 2 3.2 河北CM学院教师工作绩效评价存在的问题 ........................ 22 3.2.1 评价目的不明确 ........................................... 22 3.2.2 评价指标不健全 ........................................... 22 3.2.3 评价结果不反馈 ........................................... 22 3.3 河北CM学院教师工作绩效评价存在问题的成因 .................... 23 3.3.1 观念与认识上的原因 ....................................... 23 3.3.2 激励与约束方面的原因 ..................................... 23 3.4 本章小结 ..................................................... 24 第4章 河北CM学院教师工作绩效评价 ............................................................. 25 4.1 河北CM学院教师工作绩效评价体系的构建原则 .................... 25 4.2 河北CM学院教师工作绩效评价对象及主体的确定 .................. 26 4.2.1 评价对象确定 ............................................. 26 4.2.2 评价主体确定 ......................................