【摘要】：如僅僅從有沒有人填滿空缺職位的角度看,當前總體上不存在校長短缺的問題;如從吸引優(yōu)秀潛在候選人或在任校長的角度看,中小學(xué)校長更替工作面臨諸多挑戰(zhàn)。工作負荷與回報、工作壓力與支持的不相對稱、領(lǐng)導(dǎo)工作與業(yè)務(wù)工作的沖突,以及似乎沒有止境的外在瑣事,使得越來越多符合資格要求的潛在候選人和在任校長,不愿意擔任校長職位。政府與教育主管部門需要從提高工資待遇,完善學(xué)校領(lǐng)導(dǎo)模式,減少外部干擾以及提供支持、指導(dǎo)與關(guān)心等方面,增強中小學(xué)校長職位的吸引力。
[Abstract]:If only from the point of view of whether or not someone fills the vacant position, there is no shortage of principals on the whole at present; for example, from the angle of attracting good potential candidates or serving principals, the replacement of principals in primary and secondary schools faces many challenges. Workload and reward, asymmetries between work stress and support, conflicts between leadership and business, and seemingly endless external trivialities have led to a growing number of potential candidates and current principals who meet the eligibility requirements. Be reluctant to take up the post of headmaster. The government and the department in charge of education should enhance the attractiveness of the principal position of primary and middle school from the aspects of raising salary, perfecting school leadership model, reducing external interference and providing support, guidance and concern.
【作者單位】： 南京師范大學(xué)教育科學(xué)學(xué)院;
【基金】：國家社會科學(xué)基金“十二五”規(guī)劃教育學(xué)青年課題“義務(wù)教育均衡發(fā)展背景下的校長更替問題研究”(課題編號:CFA130150)的研究成果之一
【分類號】：G637.1
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本文編號：2300405