教育科研事业单位作为教研和科研的综合研究机构，作为地方政府的思想库和智囊团，在向新型智库的转型发展中，高质量的科研人员队伍是其发展的核心竞争力。如何从教育科研事业单位人力资源管理的实际出发，构建适应研究人员需求特点的激励机制，最大限度地激发工作热情，是教育科研事业单位长远发展的一个重要课题。本论文以北京某研究院科研人员为研究对象，以激励理论为基础，运用问卷调查、个别访谈等方法，对该院研究人员激励机制现状进行调查研究。

研究表明，教育科研单位研究人员激励机制存在以下问题：研究人员对薪酬体系总体满意度不高，付出与所得匹配性不强，且存在明显的群体差异；组织氛围总体满意度高，但制度管理存在行政色彩，影响研究人员的作用发挥；研究人员对自我能力发挥充满信心，但对个人发展方面的满意度低。

论文最后指出，完善教育科研事业单位研究人员激励机制要根据研究人员的需求和实际贡献以及单位的实际发展情况，完善薪酬分配体系，强化绩效激励；推进内部改革，优化制度管理环境；聚焦专业发展，促进研究人员专业成长；深化组织文化建设，增强使命感责任感，通过以上方式激发研究人员的科研热情，推动教育科研事业单位的长远发展。

As the comprehensive research institution for educational research and teaching practice, it is also a Think Tank for Beijing municipal governments, the institution in the development of the transformation for new types of think tanks, the core competitiveness of the institution development is the qualified academic researchers. How to build an incentive mechanism adapted to the needs of researchers, from the practical point of view of human resource management in the comprehensive educational research institutions, so as to maximize the enthusiasm for work, is an important topic for the long term development of comprehensive educational scientific research institutions. In this dissertation, the research take one institution in Beijing as example, the research object is to investigate and analyze the current state of the incentive mechanism of the researchers in the institute based on motivation theory, using the methods of questionnaires, individual interviews etc.

The study shows that there are problems existing in the incentive mechanism for researchers in the comprehensive educational research institute: The researchers' overall satisfaction with the compensation system is not high, the pay and income match is not strong, and there are obvious group differences, the overall satisfaction of the organizational atmosphere is high, but the system management has administrative color, affecting the role of the researchers, the researchers are confident in their ability to play, but low satisfaction with development.

Finally, the paper points out that the incentive mechanism for researchers in educational research institutions should be improved according to the needs and practical contributions of researchers and the actual development of units, improve the compensation distribution system, strengthen performance incentives, promote internal reform, optimize the system management environment, focus on professional development, promote the professional growth of researchers, deepen the construction of organizational culture, enhance the sense of mission responsibility, stimulate the research enthusiasm of researchers, and promote the long-term development of educational research institutions.