摘要：

学术长聘制度作为北美研究型大学通行的教职制度，在实践中展示了其强大的制度优势和生命力。随着中国高等教育国际化的深入和“双一流”战略的推进，越来越多的高校以引入这一制度为契机，立足中国国情改革或调整现有的人事制度，以人才为抓手，加快世界一流大学和一流学科的建设。不过，长聘制度在本土化移植过程中也产生了一系列问题。回溯这一制度的历史脉络和理论基础，借助访谈及问卷调研寻找高校教师群体症结所在，为长聘制度进一步的落地实施和教职人员的管理优化提供对策，将助力高等教育在未来一个时期的高层次人才供给。

关键词:

学术长聘制度, 正向激励, 负向反馈, 本土化, 优化路径

Abstract:

Academic tenure is a system commonly used by North American universities, which demonstrates institutional advantages and strong vitality in practice. With the deepening of educational internationalization and the “double first-class” initiative, an increasing number of domestic universities have adopted this system to reform or adjust the existing personnel institutions to gain a competitive edge in faculty team building. However, the introduction and implementation of tenure system have faced challenges. This paper analyzes the theoretical basis for implementing academic tenure system, investigating the problems arising from its application in China, and identifies the underlying reasons. It further probes into the root causes of obstacles through interviews and questionnaires, so as to provide countermeasures for improving the implementation of tenure system and assist in the supply of high-level talents for higher education in the coming period.

Key words:

academic tenure system,  positive motivation,  negative feedback,  localization,  optimization methods