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懲罰怠惰、流失人才: 升等續聘標準的經濟分析

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Abstract

要提升學術研究單位的研究績效,一方面要能吸引與留住傑出人才投入研究行列,另一方面要能使聘任到的研究人才願意努力以赴而不偷懶怠惰。本文藉由設立與分析一個簡單的偷懶-反淘汰模型,指出近年來利用不斷提高升等續聘標準的懲罰性誘因,做為解決學者偷懶怠惰問題的主流思想。雖然在短期中享有克服偷懶問題的好處,卻會付出長期不能吸引或留住傑出人才投入研究行列的代價,結果在長期將使學術研究績效不升反降而得不償失。並且當一個學術研究單位為追求私自績效,採用提高升等續聘標準的懲罰性手段。會因降低進入學術市場的預期報酬,使得優秀人才望而卻步另擇它途發展,造成其他學術機構所能雇用到的人員素質也因而下降的負面外部性。換句話說,若無適當的配套措施,想要單純的以提高升等續聘標準的懲罰性誘因來刺激研究績效,可能反而使學術社群陷入「短多長空」與「損人利己」的雙重困境。

Suggested Citation

  • 林忠正, 2006. "懲罰怠惰、流失人才: 升等續聘標準的經濟分析," IEAS Working Paper : academic research 06-A003, Institute of Economics, Academia Sinica, Taipei, Taiwan.
  • Handle: RePEc:sin:wpaper:06-a003
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