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学术职位遴选中的逆向选择问题源于学术组织与潜在竞争者之间关于学术创新能力高低的信息是不对称的。为了解决这一问题,本文给出了学术职位遴选机制设计必须满足的基本条件,并以此为评判标准,深入分析了当前我国各类学术组织采用的各种基本信号的甄别与筛选效果,认为要改善我国学术职位遴选绩效,不能停留于改进现行信号,而是应该积极采用具有防串谋能力的新信号——论文的引用率,同时在引进新成员时应该充分利用具有良好甄别功能的聘用合同。
The problem of adverse selection in the selection of academic positions stems from the asymmetry between the academic organizations and potential competitors regarding the level of academic innovation. In order to solve this problem, this paper gives the basic conditions that must be met in the design of academic position selection mechanism, and uses it as the criterion to deeply analyze the screening and screening effects of various basic signals adopted by various academic organizations in our country. To improve the performance of academic selection in our country, we should not stop at improving the current signal. Instead, we should actively adopt a new signal with anti-conspiracy ability - the citation rate of the dissertation, and make full use of the hiring contract.