我国公办幼儿园教师工资制度研究
发布时间：2018-08-28 14:43
【摘要】：幼儿园教师工资关系到学前教师队伍的稳定,更是关系到学前教育的质量与发展。由于公办幼儿园办园主体复杂多样,政府财政投入不足和监管不到位,相关制度的缺失等导致公办幼儿园教师工资制度在实施过程中出现了诸多问题。所以完善现有公办幼儿园教师工资制度使其发挥出应有的作用,具有重大的意义。但目前我国学前教育的研究中,关于幼儿园教师工资制度的研究几乎无人涉及,所以将公办幼儿园教师工资制度作为研究选题,进行研究。本论文以公办幼儿园教师工资制度为研究对象,采用文献法,问卷调查法、访谈法对我国公办幼儿园教师工资制度现状、存在的主要问题及原因进行分析,然后提出完善工资制度的具体对策。论文由五部分内容组成。第一部分,幼儿园教师工资制度的理论诠释。首先对幼儿园教师、工资以及工资制度的概念进行界定,诠释了制定和完善工资制度的相关理论,归纳出工资制度具有保障、激励、调节三大功能。第二部分,我国公办幼儿园教师工资制度演进与现状。首先对公办幼儿园教师工资的现实基础——包括公办幼儿园、教师队伍、教师工资水平等现状进行阐述,然后分阶段地对我国公办幼儿园教师工资制度的历史发展进行了梳理,对现行公办幼儿园教师工资制度进行全面介绍。第三部分,我国公办幼儿园教师工资制度存在的问题。这些问题主要体现为幼儿园教师总体工资收入低,满意度低;公办幼儿园教师工资差异大;工资制度内部结构体系不完整;现有工资制度缺乏激励作用四个方面。第四部分,分析了公办幼儿园教师工资制度存在问题的原因。第一,办园主体复杂;第二,幼儿园教师工资的财政保障机制不到位;第三,相关制度缺失使得现有工资制度未能有效发挥作用;第四,政府相关管理机构不健全,缺乏统筹监管。第五部分,针对工资制度存在问题以及原因提出完善幼儿园教师工资制度的对策。基本对策有:以普惠性为指导思想,促进公办幼儿园均衡发展;政府增加财政投入,建立健全有效的幼儿园教师工资保障机制;以幼儿教育自身特点为基准,完善幼儿园教师工资制度;完善幼儿教师相关管理制度,使之与工资制度相匹配;健全幼儿教师的管理机构,加强有效监管。
[Abstract]:The salary of kindergarten teachers is related to the stability of preschool teachers and the quality and development of preschool education. Due to the complexity and diversity of the main body of running public kindergartens, inadequate government financial investment and inadequate supervision, and the lack of related systems, there are many problems in the implementation of the public kindergarten teachers' wage system. Therefore, it is of great significance to improve the existing public kindergarten teachers' salary system to make it play its due role. However, in the research of preschool education in our country, there is almost no one involved in the research of kindergarten teachers' wage system, so the public kindergarten teachers' wage system is taken as the research topic and the research is carried out. This paper takes the public kindergarten teacher salary system as the research object, uses the literature method, the questionnaire survey method, the interview method to our country public kindergarten teacher salary system present situation, the existence main question and the reason carries on the analysis. Then put forward the specific countermeasures to improve the wage system. The paper consists of five parts. The first part is the theoretical interpretation of kindergarten teachers' wage system. First of all, it defines the concepts of kindergarten teachers, wages and wage system, explains the relevant theories to formulate and perfect the wage system, and concludes that the wage system has three functions: guarantee, incentive and regulation. The second part, our country public kindergarten teacher salary system evolves and the present situation. First of all, the paper expounds the present situation of teachers' wages in public kindergartens, including public kindergartens, teachers' ranks and teachers' wages, and then sorts out the historical development of teachers' wage system in public kindergartens in China in stages. The present salary system of public kindergarten teachers is introduced in a comprehensive way. The third part, our country public kindergarten teacher salary system existence question. These problems are mainly reflected in the low salary income and low satisfaction of kindergarten teachers; the large wage difference of public kindergarten teachers; the incomplete internal structure of wage system; and the lack of incentive role of the existing wage system. The fourth part analyzes the reasons for the problems in the teachers' wage system in public kindergartens. First, the main body complex; second, the kindergarten teachers' salary financial guarantee mechanism is not in place; third, the lack of relevant system makes the existing wage system can not play an effective role; fourth, the relevant government management institutions are not sound, Lack of overall supervision. In the fifth part, the author puts forward some countermeasures to improve the salary system of kindergarten teachers. The basic countermeasures are as follows: to promote the balanced development of public kindergartens with the guiding ideology of inclusiveness; to increase government financial investment and establish a sound and effective salary guarantee mechanism for kindergarten teachers; and to take the characteristics of preschool education as the benchmark, Improve the kindergarten teacher wage system; improve the kindergarten teachers related management system, make it match with the wage system; perfect the management organization of the kindergarten teachers, strengthen the effective supervision.
【学位授予单位】：东北师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：G615
本文编号：2209688
[Abstract]:The salary of kindergarten teachers is related to the stability of preschool teachers and the quality and development of preschool education. Due to the complexity and diversity of the main body of running public kindergartens, inadequate government financial investment and inadequate supervision, and the lack of related systems, there are many problems in the implementation of the public kindergarten teachers' wage system. Therefore, it is of great significance to improve the existing public kindergarten teachers' salary system to make it play its due role. However, in the research of preschool education in our country, there is almost no one involved in the research of kindergarten teachers' wage system, so the public kindergarten teachers' wage system is taken as the research topic and the research is carried out. This paper takes the public kindergarten teacher salary system as the research object, uses the literature method, the questionnaire survey method, the interview method to our country public kindergarten teacher salary system present situation, the existence main question and the reason carries on the analysis. Then put forward the specific countermeasures to improve the wage system. The paper consists of five parts. The first part is the theoretical interpretation of kindergarten teachers' wage system. First of all, it defines the concepts of kindergarten teachers, wages and wage system, explains the relevant theories to formulate and perfect the wage system, and concludes that the wage system has three functions: guarantee, incentive and regulation. The second part, our country public kindergarten teacher salary system evolves and the present situation. First of all, the paper expounds the present situation of teachers' wages in public kindergartens, including public kindergartens, teachers' ranks and teachers' wages, and then sorts out the historical development of teachers' wage system in public kindergartens in China in stages. The present salary system of public kindergarten teachers is introduced in a comprehensive way. The third part, our country public kindergarten teacher salary system existence question. These problems are mainly reflected in the low salary income and low satisfaction of kindergarten teachers; the large wage difference of public kindergarten teachers; the incomplete internal structure of wage system; and the lack of incentive role of the existing wage system. The fourth part analyzes the reasons for the problems in the teachers' wage system in public kindergartens. First, the main body complex; second, the kindergarten teachers' salary financial guarantee mechanism is not in place; third, the lack of relevant system makes the existing wage system can not play an effective role; fourth, the relevant government management institutions are not sound, Lack of overall supervision. In the fifth part, the author puts forward some countermeasures to improve the salary system of kindergarten teachers. The basic countermeasures are as follows: to promote the balanced development of public kindergartens with the guiding ideology of inclusiveness; to increase government financial investment and establish a sound and effective salary guarantee mechanism for kindergarten teachers; and to take the characteristics of preschool education as the benchmark, Improve the kindergarten teacher wage system; improve the kindergarten teachers related management system, make it match with the wage system; perfect the management organization of the kindergarten teachers, strengthen the effective supervision.
【学位授予单位】：东北师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：G615
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