20世纪70年代以来，美国高校非终身教职教师的权益得不到保障，威胁到美国学术职业的发展和高等教育的质量。作为学术职业的捍卫者，美国大学教授协会将非终身教职教师的权益视为影响学术职业未来的核心问题，在解决这一问题上发挥了重要作用。目前，国内外学者对非终身教职教师的兴起原因及影响争论较多，对非终身教职教师权益问题的研究仍处于描述层面，且以案例研究和实证研究居多，缺乏系统的历史研究。本文在已有研究基础上，依据美国大学教授协会的会议记录、调查报告、政策文件等一手史料，梳理20世纪70年代以来美国大学教授协会保障非终身教职教师权益的历程，探讨美国大学教授协会的行动策略及其背后的价值导向。

高校管理者在教师聘任制度改革过程中过于追求成本经济性和管理灵活性，损害了非终身教职教师的权益，而美国大学教授协会则主张回归到传统的教师聘任制度，保障非终身教职教师的权益。美国大学教授协会的行动策略主要有三：其一，通过设立委员会和发布政策建议，呼吁高校管理者将非终身教职教师转轨为终身教职教师，限制非终身教职教师的比例，保障全体教师的平等地位。其二，通过谴责名单制度和合作改革，督促高校管理者停止侵犯非终身教职教师权益的行为、修订院校教师聘任制度，改善非终身教职教师的工作环境。其三，通过发展工会组织和建立学术联盟，代表非终身教职教师就经济和学术权益问题与高校管理者开展集体谈判、签订聘用合同，推进非终身教职教师自我维权的进程。尽管美国大学教授协会的主张一定程度上得到高校管理者的采纳，非终身教职教师也开始主动发起维权运动，但仍未扭转非终身教职教师在高校中的弱势局面。

Since the 1970s, the rights and interests of contingent faculty in American colleges and universities have not been guaranteed, threatening the development of American academic profession and the quality of higher education. As the defender of academic profession, the American Association of University Professors regarded the protection of the rights and interests of contingent faculty as a core issue affecting the development of the academic profession, and played an important role in solving this problem. At present, scholars at home and abroad have debated about the reasons and influence of the rise of contingent faculty, most of the researches on the rights and interests of contingent faculty which are still at the level of description are case studies and empirical studies, there is lacking systematic historical research. Based on the existing research and the first-hand historical materials such as the meeting records, investigation reports, and policy documents of the American Association of University Professors, this paper combs the history of how the American Association of University Professors have protectd the rights and interests of contingent faculty since the 1970s, explores the action strategy of the American Association of University Professors and the value orientation behind it.

Pursuing cost economy and management flexibility, the faculty appointment system of colleges and universities damaged the rights and interests of contingent faculty, while the American Association of University Professors advocated to protect it and return to the traditional faculty appointment system. There are three main action strategies of the American Association of University Professors: first, through the establishing committees and publishing policy recommendations, American Association of University Professors called upon administrators of colleges and universities to convert contingent faculty to tenure faculty, to limit the proportion of contingent faculty and to ensure the equal status of all faculty. Second, through censure list and cooperative reform, administrators of colleges and universities were urged to stop infringing on the rights and interests of contingent faculty, revising the faculty appointment system and improving the work environment of contingent faculty. Third, through the development of union organizations and establishment of academic alliances, American Association of University Professors carried out collective bargaining and signed employment contracts with administrators of colleges and universities on behalf of contingent faculty, which promoted the process of self-protection of contingent faculty. Although the association’s recommendations have been adopted by administrators to a certain extent and contingent faculty have also initiated the labor movement, the disadvantaged position of contingent faculty in colleges and universities have not reversed.