重庆民办院校某独立学院绩效工资方案设计
发布时间：2019-02-15 04:42
【摘要】：教师队伍建设是民办院校生存和发展的核心，而如何建立与之相适应的具有自身特点的教师工资激励机制已成为民办高校教师管理重要问题。民办高校在进入二次创业发展的过程中，如何建立与之相适应的具有自身特点的教师工资激励机制已成为民办高校独立学院教师管理的重大课题之一。本文以重庆民办院校某独立学院为主要研究对象，将重点定位在民办某独立院校教师绩效工资的研究，希望通过对它的系统分析和研究，，创建绩效工资的激励机制，以期控制或引导民办院校某独立学院专职教师和兼职教师工作满意程度的发展与变化，使它产生有利于组织发展的行为倾向或某种结果。笔者首先通过工资满意度问卷调查和访谈的实证方式，发现民办院校某独立学院专职和兼职教师的工作满意度不高，特别是工资满意度较低。同时发现民办院校某独立学院教师普遍存在一种非主流化的职业心理困惑，而且这种职业心理困惑的强度和其绩效工资的高低成反比关系。其次，依据有关激励理论，在上述调查分析的基础上，对民办院校某独立学院教师绩效工资激励的原则、定位、准备工作、绩效工资的比例及专职和兼职教师绩效工资方案分别进行了具体分析、研究和设计。最后并对方案实施制定了相应的保障措施和对方案实施后的预期做了评价。至此，完成了民办院校某独立学院绩效工资方案的设计，为当前民办高校教师工资的激励机制提供了某种现实选择。
[Abstract]:The construction of teachers' ranks is the core of the survival and development of private colleges and universities, and how to set up their own characteristics of teachers' wage incentive mechanism has become an important issue in the management of private colleges and universities. In the process of the development of private colleges and universities, how to establish the teachers' salary incentive mechanism with their own characteristics has become one of the major issues in the management of teachers in independent colleges and universities. In this paper, a private college in Chongqing as the main research object, will focus on a private independent college teacher performance pay research, hoping to establish a performance pay incentive mechanism through its systematic analysis and research. It is expected to control or guide the development and change of the degree of job satisfaction of full-time and part-time teachers in an independent college of a private college, so that it will produce a behavioral tendency or a certain result beneficial to the development of the organization. Firstly, the author finds that the job satisfaction of full-time and part-time teachers in a private college is not high, especially the salary satisfaction. At the same time, it is found that there is a non-mainstream professional psychological confusion among teachers in a private independent college, and the intensity of this kind of occupational psychological confusion is inversely proportional to the level of their performance pay. Secondly, according to the relevant incentive theory, on the basis of the above investigation and analysis, the principle, orientation and preparation of performance salary incentive for teachers in an independent college in a private college are put forward. The ratio of performance pay and the performance pay scheme of full-time and part-time teachers are analyzed, studied and designed respectively. Finally, the corresponding safeguard measures and the expectation after the implementation of the scheme are made. So far, we have completed the design of the performance wage scheme of an independent college in a private college, which provides a realistic choice for the incentive mechanism of teachers' wages in private colleges and universities.
【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】：G645.1
本文编号：2422978
[Abstract]:The construction of teachers' ranks is the core of the survival and development of private colleges and universities, and how to set up their own characteristics of teachers' wage incentive mechanism has become an important issue in the management of private colleges and universities. In the process of the development of private colleges and universities, how to establish the teachers' salary incentive mechanism with their own characteristics has become one of the major issues in the management of teachers in independent colleges and universities. In this paper, a private college in Chongqing as the main research object, will focus on a private independent college teacher performance pay research, hoping to establish a performance pay incentive mechanism through its systematic analysis and research. It is expected to control or guide the development and change of the degree of job satisfaction of full-time and part-time teachers in an independent college of a private college, so that it will produce a behavioral tendency or a certain result beneficial to the development of the organization. Firstly, the author finds that the job satisfaction of full-time and part-time teachers in a private college is not high, especially the salary satisfaction. At the same time, it is found that there is a non-mainstream professional psychological confusion among teachers in a private independent college, and the intensity of this kind of occupational psychological confusion is inversely proportional to the level of their performance pay. Secondly, according to the relevant incentive theory, on the basis of the above investigation and analysis, the principle, orientation and preparation of performance salary incentive for teachers in an independent college in a private college are put forward. The ratio of performance pay and the performance pay scheme of full-time and part-time teachers are analyzed, studied and designed respectively. Finally, the corresponding safeguard measures and the expectation after the implementation of the scheme are made. So far, we have completed the design of the performance wage scheme of an independent college in a private college, which provides a realistic choice for the incentive mechanism of teachers' wages in private colleges and universities.
【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】：G645.1
【参考文献】
相关期刊论文 前10条
1 《高校教师绩效评价与行为激励》课题组;;民办高校教师绩效评价与行为激励[J];培正商学院学报;2004年02期
2 李正生;;论高校教师的绩效考核与薪酬管理[J];广西财经学院学报;2007年04期
3 郑勇华;王友志;;贵州高校激励性薪酬体系的设计[J];贵州民族学院学报(哲学社会科学版);2010年03期
4 刘杰书;;独立学院人力资源的管理与开发[J];湖北民族学院学报(哲学社会科学版);2006年06期
5 阙海宝,杜伟,顾美玲;关于独立学院发展的若干思考[J];现代教育科学;2005年03期
6 傅端香;充分发挥薪酬的激励性研究[J];价值工程;2003年06期
7 林建民;;关于高校工资结构及工资关系的思考[J];福建工程学院学报;2006年05期
8 吴红;刘祖文;;建立和完善高校绩效工资分配模式需处理好的几个问题[J];江西理工大学学报;2007年05期
9 周国平;;民办高校教师工作满意度调查分析——以陕西省为例[J];教育发展研究;2007年08期
10 霍燕;;论高校教师绩效考核系统的构建[J];现代商贸工业;2010年11期
相关硕士学位论文 前1条
1 胡春森;独立学院人力资源开发与管理研究[D];南昌大学;2008年
本文编号：2422978
本文链接：https://www.wllwen.com/jiaoyulunwen/suzhijiaoyulunwen/2422978.html
