【摘要】：教師隊伍建設(shè)是民辦院校生存和發(fā)展的核心，而如何建立與之相適應(yīng)的具有自身特點(diǎn)的教師工資激勵機(jī)制已成為民辦高校教師管理重要問題。民辦高校在進(jìn)入二次創(chuàng)業(yè)發(fā)展的過程中，如何建立與之相適應(yīng)的具有自身特點(diǎn)的教師工資激勵機(jī)制已成為民辦高校獨(dú)立學(xué)院教師管理的重大課題之一。本文以重慶民辦院校某獨(dú)立學(xué)院為主要研究對象，將重點(diǎn)定位在民辦某獨(dú)立院校教師績效工資的研究，希望通過對它的系統(tǒng)分析和研究，，創(chuàng)建績效工資的激勵機(jī)制，以期控制或引導(dǎo)民辦院校某獨(dú)立學(xué)院專職教師和兼職教師工作滿意程度的發(fā)展與變化，使它產(chǎn)生有利于組織發(fā)展的行為傾向或某種結(jié)果。筆者首先通過工資滿意度問卷調(diào)查和訪談的實(shí)證方式，發(fā)現(xiàn)民辦院校某獨(dú)立學(xué)院專職和兼職教師的工作滿意度不高，特別是工資滿意度較低。同時發(fā)現(xiàn)民辦院校某獨(dú)立學(xué)院教師普遍存在一種非主流化的職業(yè)心理困惑，而且這種職業(yè)心理困惑的強(qiáng)度和其績效工資的高低成反比關(guān)系。其次，依據(jù)有關(guān)激勵理論，在上述調(diào)查分析的基礎(chǔ)上，對民辦院校某獨(dú)立學(xué)院教師績效工資激勵的原則、定位、準(zhǔn)備工作、績效工資的比例及專職和兼職教師績效工資方案分別進(jìn)行了具體分析、研究和設(shè)計。最后并對方案實(shí)施制定了相應(yīng)的保障措施和對方案實(shí)施后的預(yù)期做了評價。至此，完成了民辦院校某獨(dú)立學(xué)院績效工資方案的設(shè)計，為當(dāng)前民辦高校教師工資的激勵機(jī)制提供了某種現(xiàn)實(shí)選擇。
[Abstract]:The construction of teachers' ranks is the core of the survival and development of private colleges and universities, and how to set up their own characteristics of teachers' wage incentive mechanism has become an important issue in the management of private colleges and universities. In the process of the development of private colleges and universities, how to establish the teachers' salary incentive mechanism with their own characteristics has become one of the major issues in the management of teachers in independent colleges and universities. In this paper, a private college in Chongqing as the main research object, will focus on a private independent college teacher performance pay research, hoping to establish a performance pay incentive mechanism through its systematic analysis and research. It is expected to control or guide the development and change of the degree of job satisfaction of full-time and part-time teachers in an independent college of a private college, so that it will produce a behavioral tendency or a certain result beneficial to the development of the organization. Firstly, the author finds that the job satisfaction of full-time and part-time teachers in a private college is not high, especially the salary satisfaction. At the same time, it is found that there is a non-mainstream professional psychological confusion among teachers in a private independent college, and the intensity of this kind of occupational psychological confusion is inversely proportional to the level of their performance pay. Secondly, according to the relevant incentive theory, on the basis of the above investigation and analysis, the principle, orientation and preparation of performance salary incentive for teachers in an independent college in a private college are put forward. The ratio of performance pay and the performance pay scheme of full-time and part-time teachers are analyzed, studied and designed respectively. Finally, the corresponding safeguard measures and the expectation after the implementation of the scheme are made. So far, we have completed the design of the performance wage scheme of an independent college in a private college, which provides a realistic choice for the incentive mechanism of teachers' wages in private colleges and universities.
【學(xué)位授予單位】：重慶師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G645.1

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