随着时代与经济的发展，我国的高等教育事业已迈入了新的阶段。高速发展离不开经费的支持,为改变高校经费单一依赖国家财政的现状，我国教育部、财政部出台了多项鼓励高校多元化筹集资金，助力高校发展建设的政策。在这一背景下、大学基金会这一新兴组织纷纷在我国许多大学应运而生，目前全国大学基金会总数已达到537家。随着大学基金会的作用与影响越来越大，近年来对其关注、研究也越来越多。目前国内学者的相关研究主要集中在筹资策略、信息披露、项目管理、财务管理、资金保值增值等业务板块的研究。对人力资源管理特别是员工激励问题研究甚少，国外一流大学基金会虽有不少较为成功的经验可以借鉴，但其管理制度未必符合我国实际。因我国大学教育基金会体制与管理的“双重性”，其人力资源管理与员工激励方式也呈现出其独特性与复杂性，如何设计出能适合我国大学基金会实际运用的员工激励机制，优化其内部管理，就成为一个非常有时代与现实意义的研究课题。 本研究在研读国内外激励理论与管理体制有关文献为基础，采取质性研究方法中的案例研究法。有针对性地选取一家在国内发展较好且有代表性的大学基金会开展实地调查，通过参加其志愿者活动对其日常工作的参与式观察、管理人员与员工的半结构访谈，深入了解其体制管理背景、组织内部构架、人力结构设置、工作运行流程等组织内部管理情况，结合薪酬待遇、绩效考核、晋升发展、能力建设等主要影响激励因素的现状，剖析其中存在的问题及成因，在此研究的基础上发现其独立法人的角色及具有市场性的工作内容与大学事业单位体制内的管理存在着一定矛盾这一主要问题。针对此问题提出，一、大学基金会在管理观念上应逐步摆脱事业单位的影响，引入有竞争力的市场激励机制；二、激励措施的设计应当结合高校背景与公益组织特性为大前提，依据科学激励理论，以人为本，兼顾公平与差异的原则，并倡导员工的使命感与责任感；三、在此基础上分别从激励机制、薪酬待遇、考核评估、职业发展、培训与能力提升五个方面全方位提出了具体的改进优化措施。

With the advent of the era of knowledge economy, China's higher education has entered the golden development period. But also with great challenge of rapid development, rapid development cannot leave the fund support. In order to change the current situation that the university funds only depend on the state finance, China's ministry of education and the ministry of finance have issued a number of encouraging universities to raise funds to help the development. On the basis of such times demand and drawing on foreign excellent university experience. University foundation is a new organization emerging in many Chinese universities, the total number of the university foundation has reached 537 in our country, Along with the university foundation's function and the influence more and more, more and more attention and research have been paid to it. At present, relevant researches of domestic scholars mainly focus on financing strategies, information disclosure, project management, financial management, capital preservation and appreciation. There is little research on human resource management, especially employee motivation, Although foreign first-class university foundation has many successful experiences for reference, its management system may not be in line with China's reality. Because of the "duality" of education foundation system and management in Chinese universities, It’s human resource management and employee motivation also show its uniqueness and complexity. How to design an employee incentive mechanism suitable for the practical application of university foundations in China, It has become a research topic of great historical and practical significance. This study is based on studying the literature related to motivation theory and management practice at home and abroad, Adopt the case study method in qualitative research method. A representative university foundation with good development in China was selected to survey，Participatory observation of his daily work through his volunteer activities, Interview with managers and employees, In-depth understanding of its institutional management background, internal organizational structure, human structure, work operation process and other internal organizational management, Combining the current situation of salary, performance appraisal, promotion and development, capacity building and other main factors influencing incentive factors. Analyze the existing problems and causes, Put forward a solution to the problem：1、University foundations should gradually get rid of the influence of public institutions and introduce competitive market incentive mechanism；2、The design of incentive measures should be based on the university background and the characteristics of public welfare organizations；3、On this basis, specific improvement and optimization measures are proposed from five aspects: incentive mechanism, salary and treatment, assessment and assessment, career development, training and capacity improvement.