人才管理对学术人员绩效影响研究的问卷调查

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1. Gender

Male

Female

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2. Age

Less than 30 years old

31- 40 years old

41 - 50 years old

Over 51 years old

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3. Highest education

Less than a bachelor's degree

Bachelor's degree

Postgraduate degree

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5.Average monthly income

Less than 15,000 yuan

15,001-30,000 yuan

30,001-50,000 yuan

More than 50,001 yuan

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6. My organization has a clear plan to identify high-potential academic staff for current and future positions.

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7. The evaluation of academic staff in my organization is linked to identifying high-potential individuals.

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8. My organization actively seeks academic staff with high potential for future leadership roles

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9. Academic staff are given equal consideration in the identification of leadership potential.

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10. My organization has clear guidelines for identifying high-potential academic staff.

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11. Identifying individuals with high potential is a key element of my organization’s strategy.

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12. My organization has a systematic process for developing high-potential academic staff.

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13. Developing high-potential academic staff is an important policy of my organization.

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14. Academic staff are able to openly express their development needs to the organization.

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15. The development process influences the assessment of skills required for academic leadership roles.

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16. The organizational culture supports the development of high-potential academic staff.

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17. Institutional leaders use incentives to encourage the development of high-potential individuals.

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19. The organization has clear plans and programs to prepare high-potential staff for leadership positions.

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20. The organization provides mentoring systems for academic staff with high potential.

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21. My organization promotes a culture that values high-potential academic staff and diverse capabilities.

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22. The organization encourages the sharing and stimulation of new ideas among academic staff.

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23. Academic staff use systematic evaluation to improve their work performance.

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25. Academic staff are capable of guiding colleagues to effectively use their abilities.

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27. The organizational culture emphasizes building professional and academic networks.

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28. The organization’s values are reflected in the daily behavior of academic staff.

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29. The organization has a strategic plan for the integrated development of high-potential academic staff.

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30. There is an efficient and integrated system for managing high-potential academic staff.

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31. The organization distinguishes between current performance and future development potential.

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32. The organization has guidelines and processes supporting integrated talent management.

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33. The organizational culture encourages acceptance and appreciation of individual abilities.

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34. The organization has a long-term talent network to enhance institutional effectiveness.

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35. I actively seek opportunities for professional and academic self-development.

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37. I stay informed about new developments in teaching, research, and technology.

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51. I introduce new methods or innovations in teaching, research, or service activities.

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55. I manage my core academic duties (e.g., teaching, research, academic service) efficiently.

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61. I contribute to a positive and supportive work environment in my institution.

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62. I adapt effectively to changes in academic policies, systems, or work requirements.

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63. I adjust my approaches when unexpected problems or new demands arise at work.

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