本文關(guān)鍵詞： 敬業(yè)度 工作績效 高校教師 地方民族大學(xué)　出處：《吉首大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：敬業(yè)度和工作績效的相關(guān)性研究是人力資源管理的熱點(diǎn)問題。高校教師的敬業(yè)度直接與教師的工作績效以及高校教學(xué)質(zhì)量息息相關(guān),抓好高校教師敬業(yè)度,是提高高校教學(xué)質(zhì)量的有效路徑。地方民族大學(xué)地處民族地區(qū),偏居省會(huì)以外城市,經(jīng)濟(jì)社會(huì)發(fā)展水平比較落后,辦學(xué)條件非常有限,高校教師人才交流機(jī)會(huì)較少,自我提升的平臺(tái)也非常缺乏,很多高校教師,尤其是青年教師教學(xué)動(dòng)力不足,教學(xué)熱情不夠,工作績效不顯著。因此,研究地方民族大學(xué)高校教師敬業(yè)度和教師工作績效的相關(guān)性,有利于進(jìn)一步認(rèn)清教師敬業(yè)度管理的重要性,厘清提高地方民族大學(xué)教師敬業(yè)度的路徑,增強(qiáng)教師的工作績效,為地方民族大學(xué)人力資源管理理論與實(shí)踐做出一定探索,并提供政策建議。本文用結(jié)構(gòu)方程模型,以湘西土家族苗族自治州、貴州和四川的地方民族大學(xué)的234名教師為樣本,以專注工作和認(rèn)同組織二個(gè)測量維度,從工作特性、薪酬公平感、本土歸屬感、環(huán)境氛圍和發(fā)展機(jī)遇五個(gè)因素進(jìn)行了敬業(yè)度的影響分析,研究結(jié)果:工作特性、本土歸屬感和發(fā)展機(jī)遇因素正向影響教師敬業(yè)度的專注工作測量維度的路徑系數(shù)分別為0.695、0.227和0.161;工作特性、薪酬公平感和環(huán)境氛圍因素正向影響教師敬業(yè)度的認(rèn)同組織測量維度的路徑系數(shù)依次為0.65、0.451和0.24。在兩個(gè)敬業(yè)度維度中,工作特性是影響敬業(yè)度的最重要因素,薪酬公平因素是第二重要影響因素,其中工作環(huán)境與本土歸屬感也是比較重要的影響因素。文章還用模糊數(shù)學(xué)法對(duì)地方民族大學(xué)教師的工作績效進(jìn)行了測評(píng),發(fā)現(xiàn)地方民族大學(xué)教師的工作績效評(píng)價(jià)得分為3.7568,總體水平良好。但在做人口特性差異分析時(shí)發(fā)現(xiàn),女性教師在綜合素質(zhì)和科研方面水平較高,男教師則在教學(xué)方面略高于女性教師。50歲以上教師工作績效相對(duì)偏低,41-50歲此階段教師的整體敬業(yè)情況、工作績效上都較強(qiáng)。本科教師工作績效要略低。最后本文以敬業(yè)度的兩個(gè)維度分別與工作績效的三個(gè)維度做了相關(guān)性分析,結(jié)論符合原假設(shè)一、二、三。文章最后從國家、高校和教師三個(gè)方面提出對(duì)策建議,即國家層面繼續(xù)加大地方民族地區(qū)高校的財(cái)政支持;進(jìn)一步落實(shí)對(duì)口幫扶和支援的政策措施;高校建立公平合理的薪酬制度,完善激勵(lì)制度;營造良好的工作環(huán)境氛圍;加強(qiáng)教師職業(yè)生涯規(guī)劃管理;構(gòu)建保質(zhì)保量的教學(xué)評(píng)估標(biāo)準(zhǔn),提升教師工作績效;合理評(píng)估科研成果,充分調(diào)動(dòng)教師科研的積極性。教師則加強(qiáng)自身職業(yè)道德培養(yǎng);加強(qiáng)自身綜合素質(zhì)的提升。
[Abstract]:The research on the relationship between engagement and work performance is a hot issue in human resource management. The engagement of college teachers is closely related to their work performance and teaching quality. It is an effective way to improve the teaching quality of colleges and universities. Local universities for nationalities are located in minority areas, and they tend to occupy cities outside the provincial capital. The level of economic and social development is relatively backward, the conditions for running schools are very limited, and there are few opportunities for exchange of teachers and talents in colleges and universities. Many college teachers, especially young teachers, lack the motivation, enthusiasm and performance of their work. The study of the correlation between teachers' engagement and teachers' work performance in local universities for nationalities is helpful to further understand the importance of teacher engagement management, clarify the path to improve teachers' engagement, and enhance teachers' work performance. In this paper, 234 teachers from Tujia and Miao Autonomous Prefecture of Western Hunan, Guizhou and Sichuan are selected as samples, and some suggestions are provided for the theory and practice of human resource management in local universities for nationalities. Based on the two dimensions of focus work and identity organization, this paper analyzes the effects of five factors: job characteristics, pay equity, local belonging, environmental atmosphere and development opportunities. The results are as follows: job characteristics. The path coefficients of the focus work measurement dimension, which has positive influence on teachers' engagement, are 0.6950.227 and 0.161, respectively. The path coefficients of the measurement dimension of teachers' engagement were 0.650.451 and 0.24. among the two dimensions, job characteristics were the most important factors. The pay equity factor is the second important factor, among which the work environment and the local sense of belonging are also the more important factors. The paper also uses the fuzzy mathematics method to evaluate the work performance of the teachers in the local universities for nationalities. It was found that the job performance evaluation score of teachers in local universities for nationalities was 3.7568, and the overall level was good. However, when analyzing the difference of population characteristics, it was found that female teachers had a higher level of comprehensive quality and scientific research. On the other hand, male teachers were slightly higher in teaching than female teachers. The performance of teachers over 50 years old was lower than that of teachers aged 41-50 years. Job performance is relatively strong. The performance of undergraduate teachers is slightly lower. Finally, this paper makes a correlation analysis between the two dimensions of engagement and the three dimensions of job performance, the conclusion is in line with the original assumptions one, two, three. Finally, the article from the country, Colleges and universities and teachers put forward countermeasures and suggestions, that is, at the national level to continue to increase the financial support of universities in local minority areas; to further implement the policy measures to help and support counterparts; to establish a fair and reasonable compensation system in colleges and universities. Improve the incentive system; create a good working environment; strengthen the management of teachers' career planning; establish a quality and quantity of teaching evaluation standards to improve teachers' performance; evaluate scientific research results reasonably. Teachers should fully arouse their enthusiasm for scientific research. Teachers should strengthen their own professional ethics and enhance their comprehensive quality.
【學(xué)位授予單位】：吉首大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：G645.1

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