从20世纪后期，教师薪酬的改革就愈发注重对教师激励功能的开发。然而，从世界范围来看，现今在许多国家盛行的教师绩效工资制度都备受争议，我国义务教育学校绩效工资政策也面临着绩效标准取向等多种问题。如何改进绩效工资的制度设计以促进其激励功能的发挥，是当前教师薪酬研究中的重点问题，该问题的解决对于教师队伍的建设和教育质量的改善都有十分重要的意义。本研究围绕教师薪酬在组织层面的三大核心功能：对教师的吸引和保持、对教师技能提升的激励和对工作氛围的影响，并结合个体对激励的心理知觉来描述薪酬的激励效果。通过对北京、杭州、东莞、秦皇岛4个城市127位义务教育教师的问卷调查，描述了当前教师薪酬激励的整体效果、群体差异和因子间的交互影响。在此基础上，梳理了当前教师薪酬激励中的主要问题，分析了薪酬激励面临的主要困境，并提出了改善薪酬激励效果的政策建议。本研究的主要发现如下：1. 当前义务教育绩效工资对教师的激励效果总体呈现出激励水平不高的特征。具体表现为教师们并不认为努力后能带来绩效的提升，所以在付出努力的动机水平上并不高。在组织层面，教师薪酬对人才的吸引力较低，对离职率的降低作用不大；薪酬对教师参加技能培训或评比的激励作用不明显，也不能成为教师尝试高技能岗位的动力；薪酬对教师创新、合作、竞争等氛围的激励并不成功，且造成了教师奉献文化对绩效激励的依赖。从满意度来看，教师对薪酬水平和薪酬分配满意度都较低。2. 薪酬对教师的激励效果在不同的教师群体中差异显著。薪酬对于教师尝试高技能岗位的激励在男教师群体中更加明显，而女教师对低工资水平的忍受力更高；薪酬对教师的激励效果在初中教师群体更为明显；5-10年和20年以上是教师薪酬激励的“疲乏期”；非高级职称的教师受绩效考核的影响较大，对高技能岗位和高薪酬的渴望也更强烈；薪酬对外围学科教师的激励较为不足。3. 教师薪酬激励的“‘心理-行为’通路”、“技能提升激励”和“工作氛围影响”这三个因子间相互影响，而教师对薪酬水平的满意度则直接影响薪酬对教师的吸引和保持作用。

The incentive function has been more focused in the reform of teacher pay system since late 20th century. However, the teacher merit pay system that is prevalent in many countries is now controversial all over the world. The teacher merit pay system of compulsory schools in our country is also faced with various problems. The crucial issue about the study on compensation management of teachers is how to improve the system design of merit pay to promote its incentive function. The solution of this problem will contribute a lot to the construction of teacher quality and education improvement.The study is mainly focusing on three main functions of teacher salary——to attract and retain teachers, to promote skill upgrading and to influence the culture, which is combined with the individual perception on the motivation to describe the pay incentives. With the questionnaire survey of 124 compulsory teachers from Beijing, Hangzhou, Dongguan and Qinhuangdao, the study describes the overall effect, group differences and interactive influence between the factors in incentive function of current teachers’ pay system. On the basis of this, the main problems of the motivation effect are presented, the main dilemmas in the salary incentive function are analyzed and the suggestions of improving teacher pay system are also given. The findings of the study are as follows——Firstly, the overall status of teacher pay system shows a low level of incentive, including the low motivation level in teachers’ willing to make efforts. At the organizational level, the salary has little effect on attracting the talented, reducing turnover rate and encouraging teacher to attending skill training or competition, and it’s not the main motive power to get teachers a higher skill needed position. The teachers’ pay system fails in creating a more innovative, cooperative or competitive atmosphere, and making the working dedication has more dependence on performance motivation. From the point of teachers, the satisfaction level of compensation is not high from both salary level and distribution.Secondly, the incentive of teacher pay system varies in different groups. Men teachers are more willing to get higher skill needed positions and women teachers are more tolerant to low salary level. Compared to other groups, the motivation of salary is stronger in middle school teachers and weaker in teachers of peripheral disciplines. Teachers with teaching experience of 5~10 years and more than 20 years get less affected by pay system. The non-high title teachers are keener to higher pay tasks due to the impact of performance assessment.Thirdly, individual perception on the motivation，the willing to improve skills and the influence on organization atmosphere is correlated, and the fairness of salary level have direct effect on attracting and keeping teachers.