G高职院校教师工作满意度现状与影响因素研究

发布时间：2018-03-02 02:31

本文关键词： G高职院校教师工作满意度影响因素　出处：《华南理工大学》2014年硕士论文　论文类型：学位论文

【摘要】：知识经济时代对优秀人力资源需求越来越紧迫，对作为高等知识人才培养基地的高等院校提出了更高的要求。高等院校承担国家人才培养，科学研究和社会服务的重要职责，作为主体的教师在其中发挥着巨大的作用，直接影响高等院校日常运作。关注教师，关注教师工作满意度，就关注了我国高知识人才的培养，因为有效的工作满意管理，关系到教师的工作积极性与工作绩效，关系到学校的有效运作，是形成学校竞争力的核心资源。教师工作满意度还影响教师出勤和师生身心健康。高等教育不断扩招，计划生育政策和升学就业途径扩充却使高考人数减少，作为培养技能型人才的高职招生将受到严峻挑战，必须提高核心竞争力才能得以长期发展。G校是公办全日制普通高等职业院校，目前出现教师怨言，教师流失，上班迟到，学生事故频发，学生投诉授课质量等现象，给学校正常运作带来严重影响。结合高职院校教师工作满意度重要性，高职院校特性及G校现阶段的突出问题，本文将G校教师工作满意度选为研究对象，采用访谈法与问卷调查法进行现状研究，使用SPSS17软件进行统计分析。分析中发现教师工作满意度状况如下：第一，G校教师对工作满意度持中立态度，对社会支持，工作回报满意度较高，对学校政策与管理，职业规划与发展，工作环境与压力满意度较低；第二，工作满意度与人口统计学因素相关，除教师性别外，年龄，学历，职称，教师身份，工作岗位，教龄等变量均影响满意度。影响满意度原因在于：政策与制度制定与执行不公开透明公正；教师缺乏职业规划与发展培训支持；职称评比与竞聘/竞岗压力大；不同岗位，不同身份工作压力大，收入相差大，身份/岗位转换困难；工作环境差，缺乏校园文化凝聚力。针对G校教师满意度不高问题，为提升教师工作满意度，提出以下改善建议：首先，完善G校人力资源体系，建立有效的激励机制，提高教师工作满意度，具体包括完善绩效考核机制，完善薪酬管理制度，根据岗位配置人才和做好教师职业生涯规划四个方面。其次，改善教师工作环境。第三，活跃学校教师文化。第四，提高教师参与决策范围，树立民主管理理念，规范管理者权力与义务，建立有效沟通渠道。只有这样，才能不断激发教师工作积极性，提高其工作绩效，进而提高教师工作满意度。
[Abstract]:In the era of knowledge economy, the demand for excellent human resources is becoming more and more urgent, which puts forward higher requirements for colleges and universities, which are the bases for training talents of higher knowledge. Institutions of higher learning assume the important responsibilities of national talent training, scientific research and social services. Teachers as the main body play a great role in it, which directly affects the daily operation of colleges and universities. Pay attention to teachers and teachers' job satisfaction, pay attention to the cultivation of high knowledge talents in our country, because of effective job satisfaction management. Teachers' job satisfaction also affects teachers' attendance, teachers' physical and mental health, and the expansion of higher education, which is related to teachers' work enthusiasm and performance, and to the effective operation of schools, and is the core resource for the formation of school competitiveness. The expansion of the family planning policy and the way to pursue higher education and employment has reduced the number of students in the college entrance examination. As a means of training skilled personnel, the recruitment of students in higher vocational colleges will be severely challenged. It is necessary to improve the core competence in order to develop for a long time. G school is a public full-time ordinary higher vocational college. At present, there are complaints from teachers, loss of teachers, lateness to work, frequent student accidents, students complaining about the quality of teaching, and so on. Have a serious impact on the normal operation of the school. Combined with the importance of teachers' job satisfaction in higher vocational colleges, the characteristics of higher vocational colleges and the outstanding problems at the present stage of G school, this paper selects the job satisfaction of teachers in G school as the research object, and adopts the method of interview and questionnaire to study the present situation. Using SPSS17 software for statistical analysis, the results show that teachers' job satisfaction is as follows: first, teachers of school G have neutral attitude towards job satisfaction, high satisfaction with social support, high satisfaction with job return, and high satisfaction with school policies and management. Career planning and development, work environment and stress satisfaction is low; second, job satisfaction is related to demographic factors, except teacher gender, age, education, professional title, teacher status, job position, The influencing factors are: the policy and system formulation and implementation are not open, transparent and fair; teachers lack of career planning and development training support; job title evaluation and competitive / competitive pressure; different positions, Different status work pressure, income difference, identity / post conversion difficulties, poor working environment, lack of campus cultural cohesion. In order to improve the teachers' job satisfaction, the following suggestions are put forward to improve the teachers' job satisfaction: firstly, to perfect the human resource system of G school, to establish an effective incentive mechanism, and to improve the teachers' job satisfaction. It includes four aspects: perfecting the performance appraisal mechanism, perfecting the salary management system, allocating talents according to the position and making the teacher's career plan well. Secondly, improving the working environment of teachers. Thirdly, activating the school teacher culture. 4th, Only by improving the scope of teachers' participation in decision-making, establishing democratic management concepts, standardizing managers' rights and obligations, and establishing effective communication channels, can teachers' enthusiasm for work be stimulated and their work performance improved. And then improve teachers' job satisfaction.
【学位授予单位】：华南理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：G715.1

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