由于地方高校师资管理理念陈旧、管理效率低下，教师的频繁流动不仅不能为地方高校注入新鲜的血液，增强师资力量，反而加深了有限的高等教育资源在不同层次高校间分布的“非均衡”程度，造成大量地方高校优秀教师流失。其根源是基于不同人性假设的不同需求在个人与组织间的博弈。因此，横向上从“复杂人”、“经济人”、“自我实现人”、“社会人”、“文化人”等不同人性假设出发，纵向上关注个人与组织的关系的变化，分析其流动的影响因素，并结合“权变管理”、“科学管理”、“参与式管理”、“人际关系理论”、“人本管理”探讨地方高校教师管理对策有一定实际意义。%Due to outdated faculty management concepts and lower management efficiency in local universities, faculty mobility couldn’t pour fresh blood into local universities’ faculty and strengthen the faculty; on the contrary, it has deepened the “non-equilibrium” degree of distribution of limited higher education resources among different level colleges and universities, and has caused the leave of a mass of prominent faculties. Its root is different needs based on different humanity assumption theories in the game between individuals and units. Therefore, it possesses a certain practical significance to explore the influence factors and management countermeasures of faculty mobility of local universities. We should analyze them from different humanity assumptions of “complex man”, “economic man”,“self-actualizing man”, “social man”, “cultural man”, and concern the changes of relation between personage and organization, and combine “contingency management”, “scientific management”,“participative management”, “human relation theory”, and “people-oriented management”.
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