Under the theoretical framework of multiinstitutional logics, through analyzing the evolution and current reform practices of China’s university personnel system, it is found that from the teacher identity appointment system in the early days of the PRC, to the faculty position appointment system after the reform and opening up, and to the faculty tenure track system in the 21st century, the influence of state logic in China’s university faculty personnel system is gradually weakened, the university management logic is steadily strengthened, the market logic gradually gets in, and the academic logic is given weight. In the three main forms of personnel system reform in universities, i.e., the introduction of highlevel talents, the reform of job classification and the reform of “tenure track system,” different types of institutional logic have played different roles. Under the common goal of building worldclass universities, the state and universities cooperate with each other and vigorously bring in highlevel talents. At the same time, through the reform to “streamline administration, delegate power, strengthen regulation and improve services,” the state provides policy support and resource guarantee, and encourages universities to explore independently the employment system reform and job classification reform. Under the influence of market concepts such as performance and competition, rules such as contract employment, “either promotion or departure” and employment period assessment are widely used. Through academic committees at all levels in the universities and peer review system, academic logic continues to play its role. In the future, universities in China should balance performance competition and teachers’ occupational safety, giving equal attention to such factors as competition and guarantee, efficiency and fairness, and reform teachers’ personnel system with academic logic as the leading factor and under benign competition of other institutional logics.