民办高校教师激励满意度与离职倾向关系的实证研究
发布时间：2018-11-18 19:10
【摘要】：民办高等教育作为公办高等教育的有力补充,为促进我国高等教育的大众化和培养具有中国特色的社会主义经济建设型人才发挥着积极的作用。优良稳定的师资队伍对于民办高校的健康长远发展而言至关重要,它直接影响到民办高校的办学质量,是民办高校的生存根本之一。但是当前的许多民办高校内部却存在着师资队伍不稳、教师工作积极性不高等问题。本文从当前民办高校激励现状的角度出发,尝试探索研究民办高校教师激励满意度对于其离职倾向是否有影响,分析二者之间是否存在着一定的相关性。在参考借鉴相关科学的工作满意度量表和离职倾向量表的基础上制定出适合本研究的调查问卷,并有针对性的选择北京地区的6所民办高校的部分教师作为调查对象,运用统计学软件对调查数据进行科学分析,得出民办高校的教师激励满意度与离职倾向之间存在着较高的相关性,并且最终得出降低民办高校的教师离职倾向最重要的几个激励因素是环境激励,薪酬激励,声誉激励和晋升激励。从而进一步有针对性的提出改进民办高校教师激励措施的建议,以期能达到良好的激励效果,降低教师的流失率,使民办高校的教师找到职业归属感,从根本上促进民办高校的良性发展。
[Abstract]:Private higher education, as a powerful supplement to public higher education, plays an active role in promoting the popularization of higher education in China and in cultivating talents of socialist economic construction with Chinese characteristics. The excellent and stable teaching staff is very important for the healthy and long-term development of the private colleges and universities. It directly affects the quality of the private colleges and universities, and is one of the basic survival of private colleges and universities. However, there are many problems such as unstable teaching staff and low enthusiasm of teachers in many private colleges and universities. From the perspective of the current incentive situation of private colleges and universities, this paper attempts to explore whether the incentive satisfaction of private colleges and universities has an impact on their turnover intention, and analyzes whether there is a certain correlation between the two. On the basis of referring to the relevant scientific job satisfaction scale and turnover intention scale, a questionnaire suitable for this study was developed, and some teachers from 6 private universities in Beijing were selected as the objects of the investigation. By using statistical software to analyze the survey data scientifically, it is concluded that there is a high correlation between teachers' incentive satisfaction and turnover intention in private colleges and universities. Finally, it is concluded that the most important incentive factors are environmental incentive, salary incentive, reputation incentive and promotion incentive. Therefore, some suggestions on how to improve the incentive measures of teachers in private colleges and universities are put forward in order to achieve good incentive effect, reduce the wastage rate of teachers, and make teachers in private colleges and universities find a sense of professional belonging. Fundamentally promote the benign development of private colleges and universities.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G645.1
本文编号：2340921
[Abstract]:Private higher education, as a powerful supplement to public higher education, plays an active role in promoting the popularization of higher education in China and in cultivating talents of socialist economic construction with Chinese characteristics. The excellent and stable teaching staff is very important for the healthy and long-term development of the private colleges and universities. It directly affects the quality of the private colleges and universities, and is one of the basic survival of private colleges and universities. However, there are many problems such as unstable teaching staff and low enthusiasm of teachers in many private colleges and universities. From the perspective of the current incentive situation of private colleges and universities, this paper attempts to explore whether the incentive satisfaction of private colleges and universities has an impact on their turnover intention, and analyzes whether there is a certain correlation between the two. On the basis of referring to the relevant scientific job satisfaction scale and turnover intention scale, a questionnaire suitable for this study was developed, and some teachers from 6 private universities in Beijing were selected as the objects of the investigation. By using statistical software to analyze the survey data scientifically, it is concluded that there is a high correlation between teachers' incentive satisfaction and turnover intention in private colleges and universities. Finally, it is concluded that the most important incentive factors are environmental incentive, salary incentive, reputation incentive and promotion incentive. Therefore, some suggestions on how to improve the incentive measures of teachers in private colleges and universities are put forward in order to achieve good incentive effect, reduce the wastage rate of teachers, and make teachers in private colleges and universities find a sense of professional belonging. Fundamentally promote the benign development of private colleges and universities.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G645.1
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