基于心理契约的高校教师离职倾向研究
发布时间：2019-06-27 17:08
【摘要】：高校是社会人力资源的人才储备库，搞好高校的师资管理、充分发挥高校教师工作中的积极性和主动性不仅对高校自身的发展极具意义，而且对于整个社会的发展都有着积极地推动作用。随着市场经济的发展和社会竞争的愈加激烈，很多高校教师离职倾向不断上升，高校组织与普通企业一样面临着教师流失的问题。对于高校而言，教师的离职会大幅增加学校的成本（如新的培训和培养过程），，并且降低高校师资队伍的稳定性。 教师进入高校组织时，除了彼此之间签订的书面契约（即劳动合同）外，还存在着一种包含教师对自身责任义务的认知以及他们对高校支持其职业发展而应承担责任的内隐的、未公开说明的心理契约。心理契约是高校组织与教师之间无形的桥梁，在高校组织师资管理中起到十分重要的作用。心理契约包含的内容比一般的书面契约更为广泛，由于心理契约是动态的主观感受，因此它也比书面契约更容易产生违背，这种违背会对高校教师的工作起到负面的影响，比如降低其工作效率，对高校产生不满情绪，甚至导致其离职倾向的加强。高校教师是典型的知识型员工，其对工作组织的要求和期望值都明显高于普通企业的职员，这就导致了高校组织比其它的企业或者组织更容易受到心理契约的影响，而一旦教师产生了心理契约的违背感，其为高校组织带来的负面影响也是不容忽视的。因此，对于高校教师心理契约及其离职倾向的相关研究对于控制高校教师离职倾向甚至高校的发展都有着重大的理论意义和现实意义。 本研究在分析心理契约基本理论的基础上，研究了高校教师心理契约及其离职倾向的相关内容。考虑到心理契约的发展、交易和关系维度可能对教师的离职倾向产生影响，因此，本文将心理契约的多个维度作为自变量，研究其与高校教师离职倾向之间的关系。本文采用问卷调查的方式，利用因子分析法、回归分析法对心理契约和高校教师离职倾向之间的关系进行了分析，研究发现心理契约的各个维度对高校教师离职倾向都有不同程度的影响，但并非全部维度对教师离职倾向都影响显著。针对研究成果，本文提出相应的对策和建议，以期本文的研究可以帮助高校更好地控制教师的离职倾向。
[Abstract]:Colleges and universities are the talent reserve of social human resources. Doing a good job in the management of teachers in colleges and universities and giving full play to the enthusiasm and initiative of teachers in colleges and universities are not only of great significance to the development of colleges and universities themselves, but also play a positive role in promoting the development of the whole society. With the development of market economy and the increasingly fierce social competition, the turnover tendency of many university teachers is on the rise, and the organization of colleges and universities, like ordinary enterprises, is facing the problem of teacher loss. For colleges and universities, the departure of teachers will greatly increase the cost of the school (such as the new training and training process), and reduce the stability of the teaching staff in colleges and universities. When teachers enter the organization of colleges and universities, in addition to the written contract signed by each other (that is, labor contract), there is also a kind of implicit and unstated psychological contract, which includes teachers' cognition of their own responsibility and obligation and their responsibility for supporting their career development in colleges and universities. Psychological contract is an invisible bridge between university organization and teachers, which plays a very important role in the management of teachers in colleges and universities. Psychological contract contains more extensive content than general written contract. Because psychological contract is a dynamic subjective feeling, it is also more likely to violate than written contract. This violation will have a negative impact on the work of university teachers, such as reducing their work efficiency, causing dissatisfaction with colleges and universities, and even leading to the strengthening of their turnover intention. College teachers are typical knowledge workers, and their requirements and expectations for work organization are obviously higher than those of ordinary enterprises, which leads to that university organizations are more vulnerable to psychological contract than other enterprises or organizations, and once teachers have a sense of violation of psychological contract, its negative impact on university organizations can not be ignored. Therefore, the related research on the psychological contract and turnover intention of university teachers is of great theoretical and practical significance to control the turnover intention of university teachers and even the development of colleges and universities. Based on the analysis of the basic theory of psychological contract, this study studies the related contents of psychological contract and turnover intention of university teachers. Considering the development of psychological contract, transaction and relationship dimensions may have an impact on teachers' turnover intention. Therefore, this paper takes multiple dimensions of psychological contract as independent variables to study the relationship between psychological contract and university teachers' turnover intention. This paper uses questionnaire survey, factor analysis and regression analysis to analyze the relationship between psychological contract and turnover intention of university teachers. It is found that all dimensions of psychological contract have different degrees of influence on turnover intention of university teachers, but not all dimensions have significant influence on teachers' turnover intention. In view of the research results, this paper puts forward the corresponding countermeasures and suggestions, in order to help colleges and universities to better control the turnover intention of teachers.
【学位授予单位】：哈尔滨工程大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G645.1
[Abstract]:Colleges and universities are the talent reserve of social human resources. Doing a good job in the management of teachers in colleges and universities and giving full play to the enthusiasm and initiative of teachers in colleges and universities are not only of great significance to the development of colleges and universities themselves, but also play a positive role in promoting the development of the whole society. With the development of market economy and the increasingly fierce social competition, the turnover tendency of many university teachers is on the rise, and the organization of colleges and universities, like ordinary enterprises, is facing the problem of teacher loss. For colleges and universities, the departure of teachers will greatly increase the cost of the school (such as the new training and training process), and reduce the stability of the teaching staff in colleges and universities. When teachers enter the organization of colleges and universities, in addition to the written contract signed by each other (that is, labor contract), there is also a kind of implicit and unstated psychological contract, which includes teachers' cognition of their own responsibility and obligation and their responsibility for supporting their career development in colleges and universities. Psychological contract is an invisible bridge between university organization and teachers, which plays a very important role in the management of teachers in colleges and universities. Psychological contract contains more extensive content than general written contract. Because psychological contract is a dynamic subjective feeling, it is also more likely to violate than written contract. This violation will have a negative impact on the work of university teachers, such as reducing their work efficiency, causing dissatisfaction with colleges and universities, and even leading to the strengthening of their turnover intention. College teachers are typical knowledge workers, and their requirements and expectations for work organization are obviously higher than those of ordinary enterprises, which leads to that university organizations are more vulnerable to psychological contract than other enterprises or organizations, and once teachers have a sense of violation of psychological contract, its negative impact on university organizations can not be ignored. Therefore, the related research on the psychological contract and turnover intention of university teachers is of great theoretical and practical significance to control the turnover intention of university teachers and even the development of colleges and universities. Based on the analysis of the basic theory of psychological contract, this study studies the related contents of psychological contract and turnover intention of university teachers. Considering the development of psychological contract, transaction and relationship dimensions may have an impact on teachers' turnover intention. Therefore, this paper takes multiple dimensions of psychological contract as independent variables to study the relationship between psychological contract and university teachers' turnover intention. This paper uses questionnaire survey, factor analysis and regression analysis to analyze the relationship between psychological contract and turnover intention of university teachers. It is found that all dimensions of psychological contract have different degrees of influence on turnover intention of university teachers, but not all dimensions have significant influence on teachers' turnover intention. In view of the research results, this paper puts forward the corresponding countermeasures and suggestions, in order to help colleges and universities to better control the turnover intention of teachers.
【学位授予单位】：哈尔滨工程大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G645.1
【参考文献】
相关期刊论文 前10条
1 牛皖闽;;基于心理契约的高校教师管理[J];黑龙江高教研究;2007年07期
2 李q
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