地方民族大学教师敬业度与工作绩效关系研究

发布时间：2018-02-20 20:01

本文关键词： 敬业度工作绩效高校教师地方民族大学　出处：《吉首大学》2015年硕士论文　论文类型：学位论文

【摘要】：敬业度和工作绩效的相关性研究是人力资源管理的热点问题。高校教师的敬业度直接与教师的工作绩效以及高校教学质量息息相关,抓好高校教师敬业度,是提高高校教学质量的有效路径。地方民族大学地处民族地区,偏居省会以外城市,经济社会发展水平比较落后,办学条件非常有限,高校教师人才交流机会较少,自我提升的平台也非常缺乏,很多高校教师,尤其是青年教师教学动力不足,教学热情不够,工作绩效不显著。因此,研究地方民族大学高校教师敬业度和教师工作绩效的相关性,有利于进一步认清教师敬业度管理的重要性,厘清提高地方民族大学教师敬业度的路径,增强教师的工作绩效,为地方民族大学人力资源管理理论与实践做出一定探索,并提供政策建议。本文用结构方程模型,以湘西土家族苗族自治州、贵州和四川的地方民族大学的234名教师为样本,以专注工作和认同组织二个测量维度,从工作特性、薪酬公平感、本土归属感、环境氛围和发展机遇五个因素进行了敬业度的影响分析,研究结果:工作特性、本土归属感和发展机遇因素正向影响教师敬业度的专注工作测量维度的路径系数分别为0.695、0.227和0.161;工作特性、薪酬公平感和环境氛围因素正向影响教师敬业度的认同组织测量维度的路径系数依次为0.65、0.451和0.24。在两个敬业度维度中,工作特性是影响敬业度的最重要因素,薪酬公平因素是第二重要影响因素,其中工作环境与本土归属感也是比较重要的影响因素。文章还用模糊数学法对地方民族大学教师的工作绩效进行了测评,发现地方民族大学教师的工作绩效评价得分为3.7568,总体水平良好。但在做人口特性差异分析时发现,女性教师在综合素质和科研方面水平较高,男教师则在教学方面略高于女性教师。50岁以上教师工作绩效相对偏低,41-50岁此阶段教师的整体敬业情况、工作绩效上都较强。本科教师工作绩效要略低。最后本文以敬业度的两个维度分别与工作绩效的三个维度做了相关性分析,结论符合原假设一、二、三。文章最后从国家、高校和教师三个方面提出对策建议,即国家层面继续加大地方民族地区高校的财政支持;进一步落实对口帮扶和支援的政策措施;高校建立公平合理的薪酬制度,完善激励制度;营造良好的工作环境氛围;加强教师职业生涯规划管理;构建保质保量的教学评估标准,提升教师工作绩效;合理评估科研成果,充分调动教师科研的积极性。教师则加强自身职业道德培养;加强自身综合素质的提升。
[Abstract]:The research on the relationship between engagement and work performance is a hot issue in human resource management. The engagement of college teachers is closely related to their work performance and teaching quality. It is an effective way to improve the teaching quality of colleges and universities. Local universities for nationalities are located in minority areas, and they tend to occupy cities outside the provincial capital. The level of economic and social development is relatively backward, the conditions for running schools are very limited, and there are few opportunities for exchange of teachers and talents in colleges and universities. Many college teachers, especially young teachers, lack the motivation, enthusiasm and performance of their work. The study of the correlation between teachers' engagement and teachers' work performance in local universities for nationalities is helpful to further understand the importance of teacher engagement management, clarify the path to improve teachers' engagement, and enhance teachers' work performance. In this paper, 234 teachers from Tujia and Miao Autonomous Prefecture of Western Hunan, Guizhou and Sichuan are selected as samples, and some suggestions are provided for the theory and practice of human resource management in local universities for nationalities. Based on the two dimensions of focus work and identity organization, this paper analyzes the effects of five factors: job characteristics, pay equity, local belonging, environmental atmosphere and development opportunities. The results are as follows: job characteristics. The path coefficients of the focus work measurement dimension, which has positive influence on teachers' engagement, are 0.6950.227 and 0.161, respectively. The path coefficients of the measurement dimension of teachers' engagement were 0.650.451 and 0.24. among the two dimensions, job characteristics were the most important factors. The pay equity factor is the second important factor, among which the work environment and the local sense of belonging are also the more important factors. The paper also uses the fuzzy mathematics method to evaluate the work performance of the teachers in the local universities for nationalities. It was found that the job performance evaluation score of teachers in local universities for nationalities was 3.7568, and the overall level was good. However, when analyzing the difference of population characteristics, it was found that female teachers had a higher level of comprehensive quality and scientific research. On the other hand, male teachers were slightly higher in teaching than female teachers. The performance of teachers over 50 years old was lower than that of teachers aged 41-50 years. Job performance is relatively strong. The performance of undergraduate teachers is slightly lower. Finally, this paper makes a correlation analysis between the two dimensions of engagement and the three dimensions of job performance, the conclusion is in line with the original assumptions one, two, three. Finally, the article from the country, Colleges and universities and teachers put forward countermeasures and suggestions, that is, at the national level to continue to increase the financial support of universities in local minority areas; to further implement the policy measures to help and support counterparts; to establish a fair and reasonable compensation system in colleges and universities. Improve the incentive system; create a good working environment; strengthen the management of teachers' career planning; establish a quality and quantity of teaching evaluation standards to improve teachers' performance; evaluate scientific research results reasonably. Teachers should fully arouse their enthusiasm for scientific research. Teachers should strengthen their own professional ethics and enhance their comprehensive quality.
【学位授予单位】：吉首大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：G645.1

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