【摘要】：近年來我國發(fā)展步伐不斷增速和教師隊伍不斷壯大,民辦高校的教師激勵問題越發(fā)成為關注的對象,其師資水平直接影響著學生的切身利益,影響著高等教育可持續(xù)發(fā)展和科教興國、人才強國的戰(zhàn)略實施情況。本論文試圖以黑龍江省A民辦高校教師激勵機制進行探討分析,找出其存在的問題、成因和具體解決措施。本研究以解決當前民辦高校教師激勵機制存在的問題為目的,以理論意義和現(xiàn)實意義為指導,對國內(nèi)、外研究現(xiàn)狀加以剖析。闡述了我國民辦教師隊伍在物質(zhì)、安全、自尊和榮譽、職業(yè)發(fā)展方面的普遍訴求,對A民辦高校教師激勵現(xiàn)狀進行了分析,提出存在的問題:激勵機制頻繁變化、激勵事項引發(fā)的矛盾、對激勵公平性存在質(zhì)疑、激勵制度沒有明顯成效。并以物質(zhì)、情感和環(huán)境需求為主要參照視角,對該學院教師的培訓體系、薪酬福利體系、績效考核體系、職業(yè)發(fā)展體系進行了目標設定,設立了執(zhí)行方案。為保證該方案達到預期執(zhí)行效果,提出了保障措施:優(yōu)化整合學校資源、落實權(quán)利下放、建立服務教學的管理理念、實施全口徑多方位的激勵機制。進行了可行性分析并對可能存在的優(yōu)點和局限性進行了預估,制定相應解決對策:進一步加快學院內(nèi)部管理制度改革、提高民辦高校教育教學水平、轉(zhuǎn)變學院用人觀念、強化教師自身職業(yè)素質(zhì)、完善師資力量、建立公平的評聘制度等。A民辦高校的激勵機制存在的問題不僅具有其特殊性,也存在一定的普遍意義。希望通過本文的研究可以對我國民辦教師激勵機制問題的分析和解決提供參考價值,這也體現(xiàn)了此類研究的重要性和必要性。
[Abstract]:In recent years, the development of our country has been increasing and the number of teachers has been growing. The problem of teachers' motivation in private colleges and universities has become more and more concerned, and the level of teachers has a direct impact on the vital interests of students. It affects the sustainable development of higher education and the strategy of developing the country through science and education. This paper attempts to explore and analyze the incentive mechanism of teachers in private colleges and universities in Heilongjiang Province, and find out the existing problems, causes and specific solutions. The purpose of this study is to solve the problems existing in the incentive mechanism of teachers in private colleges and universities, and to analyze the current situation of research both at home and abroad under the guidance of theoretical and practical significance. This paper expounds the common demands of private teachers in the aspects of material, safety, self-esteem and honor, career development, analyzes the current situation of teachers' motivation in private colleges and universities, and points out the existing problems: the frequent changes of incentive mechanism. The contradiction caused by incentive matters has questioned the fairness of incentive, and the incentive system has no obvious effect. With the material, emotional and environmental needs as the main reference perspective, the college teachers training system, salary and welfare system, performance appraisal system, career development system, set up the implementation of the system. In order to ensure the expected implementation effect of the scheme, some measures are put forward: optimizing and integrating the school resources, implementing the decentralization of power, establishing the management concept of serving teaching, and implementing the all-caliber and multi-directional incentive mechanism. The feasibility analysis is carried out and the possible advantages and limitations are forecasted, and the corresponding countermeasures are worked out: further speeding up the reform of the internal management system of colleges, improving the educational and teaching level of private colleges and universities, and changing the concept of employing personnel in colleges and universities. Strengthening teachers' professional quality, perfecting teachers' strength, establishing fair evaluation and employment system, and so on, the problems existing in the incentive mechanism of private colleges and universities are not only of its particularity, but also of certain universal significance. It is hoped that the research in this paper can provide reference value for the analysis and solution of the incentive mechanism of private teachers in our country, which also reflects the importance and necessity of this kind of research.
【學位授予單位】：哈爾濱工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：G647.2

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本文編號：2131406