重庆市普通高校思政辅导员激励研究

发布时间：2018-06-24 20:38

本文选题：高等院校 + 思想政治教育　；参考：《重庆师范大学》2012年硕士论文

【摘要】：在当今知识经济迅猛发展的时代背景下，无论国内还是国外对人才的需求都更加注重个人能力与道德素质的统一，偏好德才兼备的人力资源。对于人力资源问题的研究，国内外研究多数都注重于探求如何提升人力资源素质，即侧重人力资源“才”的提升研究，而忽视人力资源“德”的培育研究。近年来，我国出现了由大学生引发的各种造成社会轰动性的恶性事件：从当年的硫酸伤熊案、马家爵案、中国政法大学弑师案，到最近的李刚门事件、药家鑫案等，都客观反映了高等院校思想道德与政治教育的缺位。表面上看，这些事件的产生是由于高校思想政治教育缺位而导致大学生心理健康失衡。然而高校思想政治教育师资队伍配备并不缺乏，事件背后乃是思想政治教育人力资源激励不足，导致高校思想政治教育流于形式所引发的。基于此，论文以高校思想政治教育辅导员的激励问题作为研究对象，同时基于本人在重庆市教育委员会就职，工作所带来的资料可得便利性的原因，将研究对象的地域范围设定为重庆市。本文以人力资源理论、激励理论以及机制设计理论等为理论基础，运用理论论证和实证分析相结合的方法，对重庆市普通高校思想政治教育辅导员的激励问题进行了系统研究。首先，通过调查重庆市普通高校思政辅导员的激励实施情况，总结激励实施的特点；其次，分析重庆市普通高校思政辅导员激励过程中存在的问题，，并总结产生的深层次原因；第三，针对激励过程中产生问题的原因，构建重庆市普通高校思政辅导员的新型激励机制体系；最后，提出促进重庆市普通高校思政辅导员新型激励机制体系构建的对策建议。既有的国内外研究文献显示，国内研究针对高校教师激励问题的研究比较侧重，而对思想政治教育人员的激励研究欠缺；国外研究主要是针对公司、企业员工的激励问题，行政人员激励的现实应用研究很少出现。本文在借鉴前人研究基础上，结合自身掌握的第一手资料，对研究重庆市普通高校思政辅导员的激励问题进行了以下创新性探讨：第一，归纳重庆市普通高校在岗位素质培训、职业前景规划、职业岗位考核等方面所具有的自身特点；第二，针对重庆市普通高校对思政辅导员激励存在的问题，结合相关理论构建综合性的新型激励机制体系，并引入机制运行路径图例的方法进行说明；第三，构建具有细化与操作性的工作效度评价体系，提出思想政治教育辅导员的绩效薪酬量化方法，为后续激励机制实施并验证其有效性提供量化标准。囿于目前的研究资料欠缺以及后续对策实施效果验证的限制，本研究主要以下方面存在一定研究空间：第一，在深入掌握某个高等院校的思想政治教育辅导员的工作能力及其教职员工具体薪酬水平等资料的基础上，通过确定思想政治教育辅导员的工作效度评价体系的要素权重以及绩效薪酬量化的层次等级间距极差，实现评价体系以及薪酬量化水平的实例研究；第二，通过高等院校思想政治教育辅导员激励制度改革试验，分析所构建的新型激励机制对思想政治教育辅导员的激励提升水平。
[Abstract]:Under the background of the rapid development of the knowledge economy , both domestic and foreign demand for talents are more focused on the unification of individual competence and moral quality , and the human resources of virtue and talent are preferred . The research on human resources is focused on exploring how to improve human resources quality , that is , to focus on the promotion of human resources " talent " , and to ignore the cultivation of human resources " Germany " .

In recent years , there have been a vicious circle of social sensation caused by college students : from the case of sulfuric acid injury to bear , the case of Ma ' s , the case of Chinese Political Science and Law University , to the recent Li Gang - men ' s incident , Yao Jixin ' s case and so on , it objectively reflected the imbalance of ideological and political education in colleges and universities .

Based on the theory of human resources theory , incentive theory and mechanism design theory , this paper makes a systematic study on the motivation problem of ideological and political education counselor in Chongqing . First of all , the author summarizes the characteristics of incentive implementation by investigating the implementation of ideological and political instructors in Chongqing .
Secondly , the author analyzes the problems existing in the incentive process of the ideological and political assistants in Chongqing , and summarizes the deep reason .
Thirdly , aiming at the causes of the problems in the incentive process , the author constructs a new incentive mechanism system for the ideological and political instructors of the general universities in Chongqing .
Finally , this paper puts forward some suggestions to promote the construction of the new incentive mechanism system of ideological and political instructors in Chongqing .

The domestic and foreign research literature shows that domestic research is focused on the research of university teachers ' motivation problem , and the research on the motivation of ideological and political education personnel is deficient ;
The research of foreign research is mainly aimed at the motivation of the company and the enterprise staff , and the research on the practical application of the incentive of the administrative staff seldom occurs . In this paper , based on the previous research and the first hand information , this paper makes a discussion on the motivation problem of the ideological and political instructors in Chongqing . First , the paper sums up the characteristics of the general universities in Chongqing in the aspects of post quality training , career prospect planning and professional post examination .
Secondly , in view of the problems existing in the motivation of ideological and political instructors in the general colleges and universities in Chongqing , a comprehensive new incentive mechanism system is constructed in combination with the relevant theories , and the method of the mechanism running path legend is introduced .
Thirdly , to construct the evaluation system with refinement and operability , put forward the method of quantifying the performance compensation of the ideological and political education counselor , and provide the quantification standard for the follow - up incentive mechanism to implement and verify its validity .

Due to the lack of current research data and the limitation of the implementation effect of the follow - up countermeasure , there are some research spaces in this study : Firstly , the paper tries to find out an example study of the evaluation system and the level of salary quantization by determining the element weight of the system and the level of the level of performance compensation .
Secondly , through the reform of the incentive system of the ideological and political education of higher learning institutions , the author analyzes the incentive mechanism of the new incentive mechanism to improve the motivation and promotion level of the ideological and political education counselor .
【学位授予单位】：重庆师范大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G641

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