双因素理论在JC学院教师激励中的应用研究

发布时间：2018-12-11 19:00

【摘要】：高等学校是培养社会英才的摇篮,高校教师是高等学校生存发展的核心力量,因此,关于高校教师的激励问题也成为当前重要的研究课题。当前许多高校在教师队伍建设中存在各种各样的问题,如：缺乏完善的教师引进和选拔制度,教师的管理和培养考核机制不完善,薪酬福利待遇偏低,职务晋升、领导选拔制度不健全,工作环境和教学科研不匹配,上下级之间不和谐等等。因此,加强对高校教师激励管理研究,改善人力资源管理滞后的瓶颈,探索适合高校自身发展的管理模式,是目前各高校亟待解决的问题。本文以赫兹伯格双因素理论为基础,对JC学院的教师进行问卷调查,结合个人访谈的方式,展开实证研究,分析了影响JC学院教师工作积极性的因素,对激励因素和保健因素进行了分类,按照调查统计的满意度得分高低排序分别是：人际关系、工作本身、绩效评价、领导关怀、受赏识感、成长晋升、薪酬福利、工作条件。通过对数据的具体分析,提出了JC学院教师激励方案。JC学院必须完善教师激励机制,提高教师的工作满意度,激发教师工作的积极性；要将物质文化建设和精神文化建设相结合,形成有效的校园文化激励机制；加强制度和资金的保障,确保薪酬福利、科研激励、培训晋升激励的落实。本文对JC学院教师激励的实证研究,有着重要的意义。管理者可以根据研究结果采取相应的措施,建立健全有效的教师激励机制,调动教师的工作积极性,提高教职工的工作满意度,促进JC学院的发展,同时,也可以为其它兄弟院校开展教师激励研究提供借鉴和参考。
[Abstract]:Institutions of higher learning are the cradle of the cultivation of social talents and university teachers are the core force for the survival and development of colleges and universities. Therefore, the incentive of teachers in colleges and universities has become an important research topic at present. At present, there are various problems in the construction of teachers in many colleges and universities, such as the lack of a perfect system of introducing and selecting teachers, the imperfect management and training and examination mechanism of teachers, the low salary and welfare, the promotion of posts, and so on. Leadership selection system is not perfect, work environment and teaching and research do not match, between the upper and lower levels of disharmony and so on. Therefore, it is an urgent problem for colleges and universities to strengthen the research on incentive management of university teachers, improve the bottleneck of human resource management lag, and explore the management mode suitable for the development of colleges and universities. Based on Herzberg's two-factor theory, this paper makes a questionnaire survey on the teachers of JC College, carries out an empirical study combined with the way of personal interviews, and analyzes the factors that affect the enthusiasm of teachers in JC College. The motivation factors and health care factors were classified. According to the satisfaction scores of the survey statistics, the order of satisfaction was: interpersonal relationship, job itself, performance evaluation, leadership care, appreciation, growth and promotion, salary and welfare, working conditions. Through the concrete analysis of the data, this paper puts forward the teacher incentive scheme of JC College. The JC College must perfect the teacher incentive mechanism, improve the teachers' job satisfaction and stimulate the enthusiasm of the teachers. It is necessary to combine material and cultural construction with spiritual cultural construction to form an effective incentive mechanism for campus culture, strengthen the guarantee of system and fund, and ensure the implementation of salary and welfare, scientific research incentive and training promotion incentive. This paper is of great significance to the empirical study of teacher motivation in JC College. According to the results of the research, managers can take appropriate measures to establish and improve the effective teacher incentive mechanism, mobilize teachers' enthusiasm, improve the staff's job satisfaction, promote the development of JC college, at the same time, It can also provide reference and reference for other brother colleges to carry out teacher motivation research.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G647.2

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