【摘要】：高校是社會人力資源的人才儲備庫，搞好高校的師資管理、充分發(fā)揮高校教師工作中的積極性和主動性不僅對高校自身的發(fā)展極具意義，而且對于整個社會的發(fā)展都有著積極地推動作用。隨著市場經(jīng)濟的發(fā)展和社會競爭的愈加激烈，很多高校教師離職傾向不斷上升，高校組織與普通企業(yè)一樣面臨著教師流失的問題。對于高校而言，教師的離職會大幅增加學校的成本（如新的培訓和培養(yǎng)過程），，并且降低高校師資隊伍的穩(wěn)定性。 教師進入高校組織時，除了彼此之間簽訂的書面契約（即勞動合同）外，還存在著一種包含教師對自身責任義務的認知以及他們對高校支持其職業(yè)發(fā)展而應承擔責任的內(nèi)隱的、未公開說明的心理契約。心理契約是高校組織與教師之間無形的橋梁，在高校組織師資管理中起到十分重要的作用。心理契約包含的內(nèi)容比一般的書面契約更為廣泛，由于心理契約是動態(tài)的主觀感受，因此它也比書面契約更容易產(chǎn)生違背，這種違背會對高校教師的工作起到負面的影響，比如降低其工作效率，對高校產(chǎn)生不滿情緒，甚至導致其離職傾向的加強。高校教師是典型的知識型員工，其對工作組織的要求和期望值都明顯高于普通企業(yè)的職員，這就導致了高校組織比其它的企業(yè)或者組織更容易受到心理契約的影響，而一旦教師產(chǎn)生了心理契約的違背感，其為高校組織帶來的負面影響也是不容忽視的。因此，對于高校教師心理契約及其離職傾向的相關(guān)研究對于控制高校教師離職傾向甚至高校的發(fā)展都有著重大的理論意義和現(xiàn)實意義。 本研究在分析心理契約基本理論的基礎(chǔ)上，研究了高校教師心理契約及其離職傾向的相關(guān)內(nèi)容�？紤]到心理契約的發(fā)展、交易和關(guān)系維度可能對教師的離職傾向產(chǎn)生影響，因此，本文將心理契約的多個維度作為自變量，研究其與高校教師離職傾向之間的關(guān)系。本文采用問卷調(diào)查的方式，利用因子分析法、回歸分析法對心理契約和高校教師離職傾向之間的關(guān)系進行了分析，研究發(fā)現(xiàn)心理契約的各個維度對高校教師離職傾向都有不同程度的影響，但并非全部維度對教師離職傾向都影響顯著。針對研究成果，本文提出相應的對策和建議，以期本文的研究可以幫助高校更好地控制教師的離職傾向。
[Abstract]:Colleges and universities are the talent reserve of social human resources. Doing a good job in the management of teachers in colleges and universities and giving full play to the enthusiasm and initiative of teachers in colleges and universities are not only of great significance to the development of colleges and universities themselves, but also play a positive role in promoting the development of the whole society. With the development of market economy and the increasingly fierce social competition, the turnover tendency of many university teachers is on the rise, and the organization of colleges and universities, like ordinary enterprises, is facing the problem of teacher loss. For colleges and universities, the departure of teachers will greatly increase the cost of the school (such as the new training and training process), and reduce the stability of the teaching staff in colleges and universities. When teachers enter the organization of colleges and universities, in addition to the written contract signed by each other (that is, labor contract), there is also a kind of implicit and unstated psychological contract, which includes teachers' cognition of their own responsibility and obligation and their responsibility for supporting their career development in colleges and universities. Psychological contract is an invisible bridge between university organization and teachers, which plays a very important role in the management of teachers in colleges and universities. Psychological contract contains more extensive content than general written contract. Because psychological contract is a dynamic subjective feeling, it is also more likely to violate than written contract. This violation will have a negative impact on the work of university teachers, such as reducing their work efficiency, causing dissatisfaction with colleges and universities, and even leading to the strengthening of their turnover intention. College teachers are typical knowledge workers, and their requirements and expectations for work organization are obviously higher than those of ordinary enterprises, which leads to that university organizations are more vulnerable to psychological contract than other enterprises or organizations, and once teachers have a sense of violation of psychological contract, its negative impact on university organizations can not be ignored. Therefore, the related research on the psychological contract and turnover intention of university teachers is of great theoretical and practical significance to control the turnover intention of university teachers and even the development of colleges and universities. Based on the analysis of the basic theory of psychological contract, this study studies the related contents of psychological contract and turnover intention of university teachers. Considering the development of psychological contract, transaction and relationship dimensions may have an impact on teachers' turnover intention. Therefore, this paper takes multiple dimensions of psychological contract as independent variables to study the relationship between psychological contract and university teachers' turnover intention. This paper uses questionnaire survey, factor analysis and regression analysis to analyze the relationship between psychological contract and turnover intention of university teachers. It is found that all dimensions of psychological contract have different degrees of influence on turnover intention of university teachers, but not all dimensions have significant influence on teachers' turnover intention. In view of the research results, this paper puts forward the corresponding countermeasures and suggestions, in order to help colleges and universities to better control the turnover intention of teachers.
【學位授予單位】：哈爾濱工程大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：G645.1

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相關(guān)期刊論文 前10條

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本文編號：2506983