双因素理论视角下的辽工大青年教师激励研究

发布时间：2019-06-13 23:52

【摘要】：自从国家对高等教育实行扩招以来，高校招聘了大量的教师来解决师资力量短缺的问题，而招聘的这些新教师多为刚刚走出校园的硕士生或博士生，高校教师中青年教师的比重越来越大，这些高校青年教师是今后高校发展的中坚力量，他们发展的水平决定着整个高校的水平和我国高等教育的发展水平。因此不论是高等院校和国家高教部对青年教师的发展都应该给以特殊的关注。有效的激励是使青年教师发挥创造性和积极性的手段，只有那些合理的激励才能使青年教师立足本专业，专研教学和科研工作，并在工作中取得进步。尽管一直以来激励都是学者们研究的方向，，但是没有什么理论是万能的，尤其是激励机制的建设，要根据不同的激励对象采取不同的激励措施。本文试图以内容型激励理论中的代表---双因素理论为理论基础，以辽宁工程技术大学青年教师为研究对象，指出了辽宁工程技术大学对青年教师激励过程中存在的薪酬偏低、工作条件差、绩效评估系统不合理、青年教师职业生涯规划不健全、工作内激励机制之后和培训制度缺失的问题，从保健因素和激励因素两个方面分析了存在上述问题的原因后，提出了改善上述问题的合理有效的措施，从而完善针对于青年教师的激励。以期对辽宁工程技术大学在今后的青年教师的管理工作有所借鉴，更希望对青年教师整体的管理有所帮助。本文共分为四部分：在第一部分中介绍本文的选题背景、研究该题目的理论和现实意义、国内外对于该题目的研究状况、及主要的研究内容和研究方法；在第二部分中介绍了本文研究过程中所涉及到的相关概念和理论，概念包括：激励、激励机制和高校青年教师。理论部分介绍了双因素理论的提出、内容和对于此研究的适应性；在第三部分中通过访谈，总结出辽宁工程技术大学针对于青年教师激励机制的现状、问题及原因所在；第四部分根据上述分析，结合双因素理论，从保健因素和激励因素两个方面提出完善高校青年教师激励的措施。
[Abstract]:Since the state expanded the enrollment of higher education, colleges and universities have recruited a large number of teachers to solve the problem of shortage of teachers. Most of these new teachers are graduate or doctoral students who have just left the campus. The proportion of young and middle-aged teachers in colleges and universities is increasing. These young teachers in colleges and universities are the backbone of the development of colleges and universities in the future. The level of their development determines the level of the whole university and the development level of higher education in our country. Therefore, both colleges and universities and the Ministry of higher Education should pay special attention to the development of young teachers. Effective incentive is a means to make young teachers give full play to creativity and enthusiasm. Only those reasonable incentives can make young teachers base on their major, specialize in teaching and scientific research, and make progress in their work. Although incentive has always been the research direction of scholars, but no theory is omnipotent, especially the construction of incentive mechanism, we should take different incentive measures according to different incentive objects. Based on the representative-two-factor theory of content-based incentive theory and taking the young teachers of Liaoning University of Engineering and Technology as the research object, this paper points out the problems existing in the incentive process of Liaoning University of Engineering and Technology, such as low salary, poor working conditions, unreasonable performance evaluation system, imperfect career planning of young teachers, after the incentive mechanism in the work and the lack of training system. After analyzing the causes of the above problems from two aspects of health care factors and incentive factors, this paper puts forward some reasonable and effective measures to improve the above problems, so as to perfect the incentives for young teachers. In order to draw lessons from the management of young teachers in Liaoning University of Engineering and Technology in the future, it is also hoped that it will be helpful to the management of young teachers as a whole. This paper is divided into four parts: in the first part, the background of this topic is introduced, the theoretical and practical significance of the topic is studied, the research status of the topic at home and abroad, as well as the main research contents and research methods are introduced; in the second part, the related concepts and theories involved in the research process are introduced, including: incentive, incentive mechanism and young teachers in colleges and universities. The theoretical part introduces the two-factor theory, the content and the adaptability to this research; in the third part, through interviews, summarizes the present situation, problems and causes of the incentive mechanism of Liaoning University of Engineering and Technology for young teachers; the fourth part, according to the above analysis, combined with the two-factor theory, puts forward the measures to improve the incentive of young teachers in colleges and universities from two aspects of health care factors and incentive factors.
【学位授予单位】：辽宁大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G645.1

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