According to the background information from the above , the facts of the combination , expansion and quick development of wut , and the strategic significance of the world ' s economy and the development of university , and from the angle of history , reality and the future , to a large degree , this paper analyzes three strategic environment faced by university , that is : intellectual economy and the world ' s new technical revelation ; marketing economy and modernization of china ; the popularity of education and the reform of chinese higher leaning system . through a thorough analysis of thirty six comprehensive universities and science and engineering colleges owned by the national education department , and through comparison between typical universities , this paper also objectively analyzes the strength and advantages of the development of wut on the aspects of subjects , trade and scale , and the disparity existed in subject strength , scientific and technical ability , qualified personnel construct and the economic base . through those analysis , it points out several problems in the development of university , such as " no common idea , no complementary subjects , no fixed core , no unified campus " and etc . therefore , a basic conclusion is drawn , that is " generally speaking , wut ranks among the second class of the nation ' s higher learning groups , and which possesses many potentialities to help itself step into the first class universities 本课题正是从上述背景出发，紧密结合武汉理工大学合并、扩招和大发展的实际，从世界经济和大学发展的高度，从历史、现实和未来的角度，大范围、多层面、宽视野地分析了学校发展所面临的知识经济和世界新技术革命、市场经济和中国现代化建设以及教育大众化和高校管理体制改革三大战略环境，通过对育部所属36所综合及理工类高校的整体分析和典型大学的个案对比，比较客观地分析了学校发展在学科、行业和规模三方面的实力与优势以及存在的学科实力、科技能力、人才结构和经济基础等四方面的差距，指出了学校发展中“无共同的理念、无互补的学科、无凝聚的核心、无统一的校园”等问题，并得出一个基本结论：学校总体位居全国高校第二集团水平，具有向一流大学迈进的基础，同时，相比国内一流大学又有很大的差距。
Teacher employment system is an energetic and flexible personnel system , which aims at fully utilization and making reasonable disposition of teacher ' s talented resource , thus improve the standard and benefit of running school . teacher employment system is also the key of personnel system reform in colleges and universities . at present , many colleges and universities have tried out this system 如何增强办学活力、发挥高校人才资源的优势，如何有效地配置教育资源、提高办学效益，已经成为高校管理体制、尤其是人事管理体制改革的当务之急，对高校教师聘用制的研究和试运行正顺应了这一迫切要求，部分高校已积极投身到高校教师聘用制的改革之中。
Based on the theories of principal - agent , hierarchy , human resource capitals , competitive advantages and core competences , the study herein has reviewed the historical tracks and experiences of the reform of the administrative systems , especially the internal administrative system , of the institutions of higher education in china . starting from that review , the paper has constructed a new model for another round of reform and innovation in the administrative system of the institutions of higher education and expatiated the connotations and directions of such a system reform and innovation . to ensure the success of the system reform and innovation , the author thinks it necessary to deal with eight relations , i . e . , 1 ) the relation between administration and service , 2 ) the relation between rational rewarding and effective competition 本研究以委托代理理论、科层理论、人力资本理论和竞争优势与核心能力理论等作为理论基础，通过对我国高校管理体制改革特别是内部管理体制改革的轨迹和经验教训的研究来构建新一轮体制创新的逻辑起点，并在此基础上提出了现代高校内部管理体制改革创新的内涵与方向以及我国高校内部管理体制改革应处理好的八大关系，主要包括管理与服务的关系、合理激励与有效竞争的关系、学术权力与行政权力的关系、教育与科研的关系、社会效益与经济效益的关系、规模效益与结构效益的关系、整体推进与重点突破的关系、外部环境与内部条件的关系。
Further consideration has been given to the various factors that lead to psychological pressure . the factors considered are as follows : administrative system and allocation system , supervision of education quality , teacher ' s lack of adaptability to the reform , speciality of the profession , poor income and the misfortune of family life , obsolescence of knowledge and skills and the lack of new ones , clash of progress and frustration , conflict of competition and depression , long negligence of various demands , clash of teacher ' s many - sided roles , lack of ability to regulate pressure and the channel to release pressure 从高校管理体制改革、分配制度改革、教学质量管理、教师自身不适应学校改革、教师职业的特殊性、经济收入的窘迫与家庭生活的不幸、知识技能的老化与新知识技能的缺乏、进取与挫折的碰撞、竞争与压抑的冲突、多元化需要长期被忽视、教师多重角色冲突、心理调控能力不足、心理问题疏导渠道缺乏等方面探讨了教师心理压力产生的原因。
