Abstract: Salary incentive is the core content of modern university incentive system. How to effectively play the incentive effect and to stimulate university teachers' teaching and scientific research work enthusiasm is an important topic for all universities. In this paper, we find that university teachers' salary discount, including monetary salary and non-monetary salary, is generally very serious. The highest discount rate reaches 60% and the lowest is also nearly 20%. Overall, university teachers' salary discount has a significant relationship with teachers' administrative level and their university's level, but has little relationship with sex, age, education, title, class catalog, salary and school-age. The lower their administrative level and their university's level, the more serious ness of the discount.

Key words: salary incentive, salary discount, expected salary, psychological measurement

摘要： 薪酬激励是现代高校激励制度的核心内容,如何有效地发挥高校薪酬激励效果,最大限度激发高校教师教学、科研工作热情,是所有高校面临的重要课题。本文研究发现,高校教师薪酬(包括货币性和非货币性)折损程度普遍较严重,折损率最高的达到60%,最低的也近20%。总体来看,高校教师薪酬的折损与教师的行政级别、所属高校类别显著相关,行政级别越低、高校发展平台越低的教师薪酬折损程度越高;与性别、年龄、文化程度、职称、所在学科、月薪区间、教龄等并没有特别显著的相关性

关键词: 薪酬激励, 薪酬折损, 期望薪酬, 心理计量