新教师的认同感:大学组织文化建设的关键

发布时间：2018-05-29 01:54

本文选题：大学组织文化 + 新教师　；参考：《江苏高教》2012年02期

【摘要】：新教师的毕业院校与所服务院校之间的组织文化存在差异,如果能够在新教师入职之初可塑性强、精力充沛、渴望归属感的"黄金时期"注重培养新教师对于大学组织文化的认同感,则有利于保持大学组织文化的历久弥新、培养大学教师的组织忠诚、实现教师队伍的实质性优化、促进学生从"知识人"到"社会人"的全面发展。笔者并非希望用技术手段消解新教师具有的文化张力,达到简单同化新教师的目的,而是希望通过明晰办学理念、纠正大学教师"经济人假设"的角色偏差、优化教师评价机制、加强校史叙事研究和推介等举措,鼓励新教师更快地实现角色转化,为大学组织文化建设提供新的生长点。
[Abstract]:There are differences in organizational culture between new teachers' graduate schools and the institutions they serve. If they can be flexible and energetic at the beginning of a new teacher's service, The "golden period", which yearns for belonging, pays attention to cultivating new teachers' sense of identity towards university organizational culture, which is conducive to keeping the university organizational culture enduring, cultivating university teachers' organizational loyalty, and realizing the substantial optimization of the faculty. To promote the all-round development of students from "intellectual person" to "social person". The author does not want to eliminate the cultural tension of new teachers by means of technology, to achieve the purpose of assimilating new teachers simply, but to correct the deviation of the role of "economic man hypothesis" of university teachers by clarifying the idea of running a school. We should optimize the evaluation mechanism of teachers, strengthen the research and introduction of school history narrative, encourage new teachers to realize role transformation more quickly, and provide a new growth point for the construction of university organizational culture.
【作者单位】：南京大学教育研究院;
【基金】：教育部人文社科青年基金项目:“学术场域中的大学教师行为研究——基于我国学术职业变革与发展的视角” 南京工程学院创新基金项目(项目编号:CKJ2010015),南京工程学院青年基金重点项目(项目编号:QKJA2010013)
【分类号】：G645.1

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