【摘要】：民辦高等教育作為公辦高等教育的有力補充,為促進我國高等教育的大眾化和培養(yǎng)具有中國特色的社會主義經(jīng)濟建設(shè)型人才發(fā)揮著積極的作用。優(yōu)良穩(wěn)定的師資隊伍對于民辦高校的健康長遠發(fā)展而言至關(guān)重要,它直接影響到民辦高校的辦學(xué)質(zhì)量,是民辦高校的生存根本之一。但是當前的許多民辦高校內(nèi)部卻存在著師資隊伍不穩(wěn)、教師工作積極性不高等問題。本文從當前民辦高校激勵現(xiàn)狀的角度出發(fā),嘗試探索研究民辦高校教師激勵滿意度對于其離職傾向是否有影響,分析二者之間是否存在著一定的相關(guān)性。在參考借鑒相關(guān)科學(xué)的工作滿意度量表和離職傾向量表的基礎(chǔ)上制定出適合本研究的調(diào)查問卷,并有針對性的選擇北京地區(qū)的6所民辦高校的部分教師作為調(diào)查對象,運用統(tǒng)計學(xué)軟件對調(diào)查數(shù)據(jù)進行科學(xué)分析,得出民辦高校的教師激勵滿意度與離職傾向之間存在著較高的相關(guān)性,并且最終得出降低民辦高校的教師離職傾向最重要的幾個激勵因素是環(huán)境激勵,薪酬激勵,聲譽激勵和晉升激勵。從而進一步有針對性的提出改進民辦高校教師激勵措施的建議,以期能達到良好的激勵效果,降低教師的流失率,使民辦高校的教師找到職業(yè)歸屬感,從根本上促進民辦高校的良性發(fā)展。
[Abstract]:Private higher education, as a powerful supplement to public higher education, plays an active role in promoting the popularization of higher education in China and in cultivating talents of socialist economic construction with Chinese characteristics. The excellent and stable teaching staff is very important for the healthy and long-term development of the private colleges and universities. It directly affects the quality of the private colleges and universities, and is one of the basic survival of private colleges and universities. However, there are many problems such as unstable teaching staff and low enthusiasm of teachers in many private colleges and universities. From the perspective of the current incentive situation of private colleges and universities, this paper attempts to explore whether the incentive satisfaction of private colleges and universities has an impact on their turnover intention, and analyzes whether there is a certain correlation between the two. On the basis of referring to the relevant scientific job satisfaction scale and turnover intention scale, a questionnaire suitable for this study was developed, and some teachers from 6 private universities in Beijing were selected as the objects of the investigation. By using statistical software to analyze the survey data scientifically, it is concluded that there is a high correlation between teachers' incentive satisfaction and turnover intention in private colleges and universities. Finally, it is concluded that the most important incentive factors are environmental incentive, salary incentive, reputation incentive and promotion incentive. Therefore, some suggestions on how to improve the incentive measures of teachers in private colleges and universities are put forward in order to achieve good incentive effect, reduce the wastage rate of teachers, and make teachers in private colleges and universities find a sense of professional belonging. Fundamentally promote the benign development of private colleges and universities.
【學(xué)位授予單位】：首都經(jīng)濟貿(mào)易大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：G645.1

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本文編號：2340922