F高职校“双师型”教师激励机制的研究

发布时间：2018-06-17 13:55

本文选题：“双师型”教师 + 激励机制　；参考：《天津大学》2013年硕士论文

【摘要】：高等职业教育担负着培养生产、建设、管理、服务第一线的高素质技能型专门人才的使命和责任,为行业企业和社会提供技术服务与高技能培训的任务。以高等职业院校的激励机制改革创新为突破口,建立适应区域经济和社会发展的“双师型”教师队伍,激发“双师型”教师潜能,发挥“双师型”教师在创新人才培养模式中的主力军作用,是高等职业院校的必然选择。目前,高等职业院校的“双师型”教师在“双师型”结构上、标准上、来源上、激励上、培养上,未能形成科学的以校企合作为主体的跨界培养激励机制。体现在“双师型”教师的职称职务评定上依然沿袭普通高等教育的模式和办法;在薪酬激励上不能体现“多劳多得、优劳优酬”的分配机制;在“双师型”教师的培养上缺乏企业积极性,“校企合作”流于形式,没有建立合作共赢的长效机制;在“双师型”教师的企业实践上缺乏定性和定量考核相结合的激励机制等。本文通过对F高职校“双师型”教师激励机制的研究,分析、研究影响“双师型”教师潜能发挥的主要因素,如以工作特征模型为理论依据的“双师型”教师个性化的工作设计路径,领导对“双师型”教师的激励机制构建的作用,薪酬对“双师型”教师的激励作用,职称职务评审制度对“双师型”教师的影响等方面,提出解决上述问题的具体办法和措施。建立既适应F高职校改革发展又能对其他院校起到借鉴意义的“双师型”教师激励机制与有效的培养模式,最大限度地调动“双师型”教师的工作积极性和创业热情。
[Abstract]:Higher vocational education is charged with the mission and responsibility of cultivating high quality skilled professionals in the front line of production, construction, management and service, and providing technical services and high skill training for the industry, enterprises and society. Taking the reform and innovation of the incentive mechanism in higher vocational colleges as the breakthrough point, to set up the "double-qualified" teachers to adapt to the regional economic and social development, and to stimulate the potential of the "double-qualified" teachers. It is an inevitable choice for higher vocational colleges to play the main role of "double-qualified" teachers in the training mode of innovative talents. At present, in the structure, standard, source, encouragement and cultivation of the "double qualified" teachers in higher vocational colleges and universities, they have failed to form a scientific cross-border training incentive mechanism with the cooperation between schools and enterprises as the main body. It still follows the mode and method of ordinary higher education in the evaluation of professional title of "double qualified" teachers, and fails to embody the distribution mechanism of "more work and more gain, better and better pay" in salary incentive. In the training of "double-qualified" teachers lack of enterprise enthusiasm, "school-enterprise cooperation" is a mere form, there is no long-term mechanism of win-win cooperation; In the enterprise practice of "double-qualified" teachers, there is a lack of incentive mechanism which combines qualitative and quantitative examination and so on. Through the research on the incentive mechanism of "double qualified" teachers in F higher vocational school, this paper analyzes the main factors that affect the potential of "double qualified" teachers. For example, based on the work characteristic model, the "double qualified" teachers' individualized work design path, the role of the leadership in the construction of the "double-qualified" teachers' incentive mechanism, and the incentive role of the compensation to the "double-qualified" teachers are discussed. This paper puts forward the concrete methods and measures to solve the above problems in terms of the influence of the professional title evaluation system on the teachers with double qualifications. To set up a "double qualified" teacher incentive mechanism and an effective training model which can adapt to the reform and development of F higher vocational school and which can be used for reference by other colleges and universities, and to mobilize the enthusiasm and enthusiasm of "double qualified" teachers to the maximum extent.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G715.1

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