独立学院辅导员队伍建设及激励机制研究

发布时间：2018-05-20 20:10

本文选题：独立学院 + 辅导员队伍　；参考：《吉林大学》2012年硕士论文

【摘要】：高校辅导员队伍建设历来是各高校质量建设的重要内容，随着中国高等教育事业的不断发展，独立学院作为中国高等教育事业的重要构成部分，其建设与发展也受到了人们的普遍关注。由于各独立学院建校发展的历史较短，需要解决和探讨的问题还比较多，随着社会形势的迅速发展和学生工作的日趋复杂，独立学院在辅导员队伍建设方面也遇到了不小的挑战。存在的主要问题有：辅导员队伍稳定性差，人才流失的情况时有发生；少数辅导员专业素质和职业道德水平不高，，影响了学生工作的开展；辅导员对工作产生倦怠情绪，由于看不到希望而选择离开。因此，通过激励机制的研究解决独立学院辅导员队伍专业化、职业化问题，便是一个亟待解决的课题。尽管在辅导员人才队伍建设的激励机制方面，独立学院早就开始了积极的探索并取得了一定的工作成就。但是，这方面的研究还是比较零散，且难以充分满足独立学院辅导员队伍建设的实际需要。本文通过查找我市发展较好的五所独立学院辅导员队伍建设现状，将独立学院辅导员工作情况作为主要研究对象，在综合利用访谈、调查问卷等方式方法以及充分评估辅导员实际工作需要的基础上，针对独立学院辅导员人才队伍建设中的实际问题，如：队伍稳定性差、知识层次和年龄结构不合理、人员心理情绪不稳定等，通过对相关激励理论的理解以及各种研究方法的采用，就提高独立学院辅导员队伍建设问题进行激励机制的研究和探讨，完善辅导员激励机制，以期对独立学院辅导队伍建设提出有益的探索。全文章共分五个部分：第一部分，阐述课题研究的背景、重要性和必要性，说明课题研究的总体思路、主要内容以及研究方法；第二部分，在调查长春市五所独立学院辅导员队伍建设和激励机制的基础上，总结独立学院辅导员队伍存在问题并进行原因分析；第三部分，阐述独立学院辅导员队伍激励理论，提出了对现有辅导员激励机制进行完善的必要性；第四部分，阐述了进行激励机制研究和完善的要求、总体思路和基本原则，阐明了完善后的激励机制；第五部分，总结分析，得出本文最终结论。
[Abstract]:The construction of college counselors has always been an important part of the quality construction of colleges and universities. With the continuous development of higher education in China, independent colleges as an important part of higher education in China. Its construction and development also received people's universal attention. As the history of the establishment and development of independent colleges is relatively short, there are still many problems to be solved and discussed. With the rapid development of the social situation and the increasing complexity of student work, Independent colleges in the building of a team of counselors also encountered a great deal of challenges. The main problems are: the stability of counselors is poor, the brain drain occurs from time to time; the professional quality and professional ethics level of a few counselors are not high, which affects the development of students' work; He chose to leave because he could not see hope. Therefore, it is an urgent task to solve the problem of professionalization and professionalization of counselors in independent colleges through the research of incentive mechanism. Although in the aspect of incentive mechanism of counselors' talents construction, the independent college has already begun to explore actively and has made certain achievements. However, this aspect of research is still scattered, and it is difficult to fully meet the actual needs of independent college counselors. By looking up the status quo of counselors' team construction in five independent colleges and universities in our city, this paper takes the work of counselors in independent colleges as the main research object and makes comprehensive use of interviews. On the basis of questionnaire and the needs of counselors' actual work, this paper aims at the practical problems in the construction of counselors' talents in independent colleges, such as poor stability of the team, unreasonable knowledge level and age structure, and so on. Through the understanding of relevant incentive theory and the adoption of various research methods, this paper studies and discusses the incentive mechanism to improve the construction of counselors in independent college, and consummates the incentive mechanism of counselors. With a view to the independent college counseling team building a useful exploration. The whole article is divided into five parts: the first part expounds the background, importance and necessity of the research, explains the general idea, the main content and the research method of the research; the second part, On the basis of investigating the construction and incentive mechanism of counselors in five independent colleges in Changchun, this paper summarizes the existing problems of counselors in independent colleges and analyzes the causes. The third part expounds the incentive theory of counselors in independent colleges. The author puts forward the necessity of perfecting the incentive mechanism of the counselors. The fourth part expounds the requirements of the research and improvement of the incentive mechanism, the general ideas and basic principles, and clarifies the incentive mechanism after the improvement; the fifth part, the summary and analysis, The final conclusion of this paper is obtained.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G641

【参考文献】