Abstract：Labor dispatching is currently a primary employment way of nonpermanent employees for public universities. In the implementation of this system, some drawbacks including the incompatibility of employment with Labor Contract Law, the low performance in the protection of labors′ rights and the interests, and inefficient promotion mechanism have also appeared to be evident. The causes of these problems are regulatory oversight, the capacity limitation of dispatched staff and legal defects, etc. From the perspective of institutional change, the occurence and development of the university labor dispatching system has its objective necessity. But as time goes by, it has already been unable to adapt to the new situation of higher education, and should be reformed in due course. This paper promotes to reform the university labor dispatching system in the following ways, such as the progressive management mode, total employment control as well as alternative ways for labor dispatching.
邵文龙. 高校劳务派遣制度变迁与改革路径探索[J]. 高校教育管理, 2017, 11(3): 23-29.
SHAO Wen-Long. The exploration of institutional change and reform route of university labor dispatching. Journal of Higher Education Management, 2017, 11(3): 23-29.
2017, Vol. 11 
