中职教师薪酬激励效应的研究

发布时间：2018-07-07 12:59

  本文选题：中职教师 + 薪酬管理　； 参考：《重庆师范大学》2012年硕士论文

【摘要】：经济体制的重大变革使中国的社会经济发生了翻天覆地的巨大变化，世界为之震惊。改革开放30年来，中国教育为适应经济社会发展的需要，，与时俱进地进行了教育体制改革的不懈探索，确立了科教兴国的战略方针。而实现科教兴国战略的基础在教育，教育的基础在教师。没有高素质的教师怎么能培养出高素质的学生？因此，造就一支高素质的教师队伍是实施科教兴国战略的基础工程。与发达国家相比，我国教师队伍存在着外在条件相对较差和内在工作动力不足的普遍问题。产生这一现象的原因是多方面的，但是无论从哪个角度看，薪酬在其中都扮演了举足轻重的角色。因此，如何激励教师，激发其工作动力，薪酬体制的改革不失为其中一个很好的切入点。 目前，很多学校都在科学设岗的基础上，通过绩效考核等方式，将教职工的收入与其工作业绩挂钩，试图通过拉大收入差距的方式，充分地调动起教职工的积极性。就目前一些学校的实践来看，不仅有利于优化教育资源的配置，更有利于教师薪酬体系的完善，而且还收到了良好的人才效应和社会效应。 本文结合发展薪酬激励的理论，对薪酬激励效应进行研究，并将薪酬激励效应的影响因素，作为调节变量纳入到同一概念模型，进一步揭示成分要素、影响要素与薪酬激励效应的作用机理。 本文是以激励为导向来推动和实现中职教师薪酬管理制度的改革，实现从业收益的公平公正。教师的工作表现和潜意识行为不仅是受自然人对劳动成果获得绝对薪酬的影响，并且还会受薪酬的相对结果影响。通过整合各种薪酬经费，以岗位分析和岗位评价为前提，充分体现中职教师的人力资本价值，完善评价机制，建立一种相对稳健快速，以岗位工资为主体，以绩效工资为辅的市场导向型的薪酬制度。
[Abstract]:The world is shocked by the great changes in China's social economy caused by the great changes in the economic system. Since the reform and opening up 30 years ago, in order to meet the needs of economic and social development, China's education has carried out the unremitting exploration of educational system reform with the times, and established the strategic policy of rejuvenating the country through science and education. The foundation of the strategy of rejuvenating the country through science and education lies in education, and the foundation of education lies in teachers. How can we cultivate high-quality students without high-quality teachers? Therefore, to create a high-quality teachers is the basic project of implementing the strategy of rejuvenating the country through science and education. Compared with the developed countries, the teachers in our country have the common problems of relatively poor external conditions and insufficient internal working motivation. There are many reasons for this phenomenon, but from which point of view, salary plays an important role. Therefore, how to motivate teachers and stimulate their work motivation, the reform of salary system is a good breakthrough point. At present, on the basis of setting up posts scientifically, many schools link the income of teaching staff with their work achievement by means of performance appraisal, and try to arouse the enthusiasm of teaching staff by widening the income gap. According to the practice of some schools at present, it is not only beneficial to optimize the allocation of educational resources, but also beneficial to the perfection of teachers' salary system, as well as the good talent effect and social effect. Based on the theory of development of salary incentive, this paper studies the effect of salary incentive, and puts the influencing factors of compensation incentive effect into the same conceptual model as a regulating variable, and further reveals the elements of the compensation incentive effect. The action mechanism of influencing factors and salary incentive effect. This paper aims to promote and realize the reform of the salary management system of secondary vocational school teachers and to realize the fairness and fairness of employment income. The teacher's work performance and subconscious behavior are not only influenced by the natural person's absolute salary to the labor achievement, but also by the relative result of the salary. By integrating all kinds of salary funds, taking post analysis and post evaluation as the premise, fully reflecting the value of human capital of secondary vocational school teachers, perfecting the evaluation mechanism, establishing a relatively stable and fast, taking post salary as the main body, Market-oriented pay system supplemented by performance pay.
【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】：G715.1

【参考文献】

中国硕士学位论文全文数据库 前1条

1 可宗莉;高校教师岗位绩效薪酬制度实施相关问题研究[D];北京交通大学;2007年

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