雙因素理論在高校教師激勵(lì)管理中的應(yīng)用研究
發(fā)布時(shí)間：2019-06-06 17:51
【摘要】：高校是人才聚集的地方也是人才培養(yǎng)的搖籃，高校教師則是學(xué)校發(fā)展的核心資源，如何引進(jìn)、培養(yǎng)、保持、開發(fā)高校的教師資源是高校發(fā)展的根本所在。然而，當(dāng)今我國高校在教師隊(duì)伍建設(shè)中存在諸多問題，例如許多高校沒有形成完善的人才選拔、培養(yǎng)、使用的循環(huán)機(jī)制，工資福利偏低，工作環(huán)境不能滿足教學(xué)科研的需要，教師的培養(yǎng)、考核和職務(wù)晉升制度不完善，在教師管理過程中強(qiáng)調(diào)權(quán)力與服從、管理與控制，缺乏情感的雙向交流和溝通，，精神激勵(lì)不足等。因此，針對當(dāng)前的現(xiàn)狀急需加強(qiáng)高校教師激勵(lì)管理的研究。 美國心理學(xué)家赫茲伯格認(rèn)為影響人積極性的因素按其激勵(lì)功能不同，可分為保健因素和激勵(lì)因素，保健因素和激勵(lì)因素構(gòu)成雙因素理論，而雙因素理論對高校教師的激勵(lì)具有重要的借鑒意義。雙因素理論的借鑒意義突出地表現(xiàn)在研究對象的可比性上，因?yàn)樗难芯繉ο笫枪こ處熀蜁?jì)師，這部分人員大多數(shù)受過良好的教育，都有一技之長，而且具有比較穩(wěn)定的收入和相應(yīng)的社會地位。而我國高校的教師也是具有一技之長的專業(yè)人員，也有比較穩(wěn)定的收入和一定的社會地位。從勞動(dòng)性質(zhì)來看，高校教師的勞動(dòng)與會計(jì)師和工程師一樣同屬于腦力勞動(dòng)，具有可比性。因此本論文把雙因素理論作為高校教師激勵(lì)管理的理論基礎(chǔ)。 本論文采用規(guī)范的研究方法梳理相關(guān)的激勵(lì)理論，展示出當(dāng)今激勵(lì)理論研究的概況；其次采用理論和實(shí)踐相結(jié)合的方法研究雙因素理論在高校教師激勵(lì)管理中的應(yīng)用，對比分析國內(nèi)外高校教師激勵(lì)管理中保健因素和激勵(lì)因素；最后采用層層分析和歸納總結(jié)的方法指出高校教師激勵(lì)管理存在的問題，提出健全高校教師激勵(lì)管理的對策建議。 本論文分為五個(gè)部分：第一部分為導(dǎo)論，介紹研究背景及意義，文獻(xiàn)綜述，基本思路、研究方法、創(chuàng)新之處及不足等；第二部分介紹雙因素理論的主要內(nèi)容、基本觀點(diǎn)和應(yīng)用局限；第三部分基于雙因素理論分析高校教師激勵(lì)管理中的保健因素和激勵(lì)因素；第四部分對比研究國內(nèi)外高校教師激勵(lì)管理的保健因素和激勵(lì)因素；第五部分提出我國高校教師激勵(lì)管理存在的問題及對策建議；第六部分指出了本文的創(chuàng)新及不足。 本論文的創(chuàng)新表現(xiàn)在：論文在綜述有關(guān)激勵(lì)理論的基礎(chǔ)上，分析了雙因素理論的主要內(nèi)容、基本觀點(diǎn)和應(yīng)用局限，通過高校教師的職業(yè)特點(diǎn)分析，從教師工資福利、管理政策、工作環(huán)境等方面分析了高校教師管理的保健因素；從教師的職務(wù)晉升、教師培養(yǎng)、考核評價(jià)、民主管理等方面分析了高校教師管理的激勵(lì)因素。論文基于雙因素理論對比研究了國內(nèi)外高校教師激勵(lì)管理的保健因素和激勵(lì)因素，指出了我國高校教師激勵(lì)管理存在的問題，提出了健全我國高校教師激勵(lì)管理的對策建議。
[Abstract]:Colleges and universities are the place where talents gather and the cradle of talent training, while university teachers are the core resources of school development. how to introduce, train, maintain and develop the teacher resources of colleges and universities is the fundamental part of the development of colleges and universities. However, there are many problems in the construction of teachers in colleges and universities in our country. For example, many colleges and universities have not formed a perfect circular mechanism for talent selection, training and use, the wages and benefits are on the low side, and the working environment can not meet the needs of teaching and scientific research. The system of teacher training, assessment and job promotion is not perfect, emphasis on power and obedience, management and control in the process of teacher management, lack of emotional two-way communication and communication, lack of spiritual motivation and so on. Therefore, in view of the current situation, it is urgent to strengthen the research of incentive management of university teachers. Herzberg, an American psychologist, believes that the factors that affect people's enthusiasm can be divided into health care factors and incentive factors, health care factors and incentive factors according to their incentive function. The two-factor theory has important reference significance for the incentive of university teachers. The reference significance of the two-factor theory is prominent in the comparability of the research object, because its research object is engineers and accountants, most of these personnel have a good education, all have a skill. And has a relatively stable income and corresponding social status. The teachers in colleges and universities in our country are also professionals with a skill, but also have a relatively stable income and a certain social status. From the point of view of the nature of labor, the labor of university teachers, like accountants and engineers, belongs to mental labor and is comparable. Therefore, this paper takes the two-factor theory as the theoretical basis of teacher incentive management in colleges and universities. In this paper, the normative research methods are used to sort out the relevant incentive theory, and the general situation of current incentive theory research is shown. Secondly, it uses the method of combining theory and practice to study the application of two-factor theory in the incentive management of university teachers, and compares and analyzes the health care factors and incentive factors in the incentive management of university teachers at home and abroad. Finally, the problems existing in the incentive management of teachers in colleges and universities are pointed out by means of layer by layer analysis and induction, and the countermeasures and suggestions for perfecting the incentive management of teachers in colleges and universities are put forward. This paper is divided into five parts: the first part is the introduction, which introduces the research background and significance, literature review, basic ideas, research methods, innovation and shortcomings. The second part introduces the main contents, basic viewpoints and application limitations of the two-factor theory, and the third part analyzes the health care factors and incentive factors in the incentive management of university teachers based on the two-factor theory. The fourth part compares the health care factors and incentive factors of university teachers' incentive management at home and abroad; the fifth part puts forward the existing problems and countermeasures of university teachers' incentive management in China; the sixth part points out the innovation and shortcomings of this paper. The innovation of this paper is as follows: on the basis of summarizing the relevant incentive theory, this paper analyzes the main contents, basic viewpoints and application limitations of the two-factor theory, through the analysis of the professional characteristics of university teachers, from teachers' wages and benefits, management policies, This paper analyzes the health care factors of the management of teachers in colleges and universities from the aspects of working environment. This paper analyzes the incentive factors of teacher management in colleges and universities from the aspects of teacher promotion, teacher training, assessment and evaluation, democratic management and so on. Based on the two-factor theory, this paper makes a comparative study on the health care factors and incentive factors of the incentive management of university teachers at home and abroad, points out the problems existing in the incentive management of university teachers in our country, and puts forward some countermeasures and suggestions for perfecting the incentive management of university teachers in our country.
【學(xué)位授予單位】：河南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G647.2
本文編號：2494490
[Abstract]:Colleges and universities are the place where talents gather and the cradle of talent training, while university teachers are the core resources of school development. how to introduce, train, maintain and develop the teacher resources of colleges and universities is the fundamental part of the development of colleges and universities. However, there are many problems in the construction of teachers in colleges and universities in our country. For example, many colleges and universities have not formed a perfect circular mechanism for talent selection, training and use, the wages and benefits are on the low side, and the working environment can not meet the needs of teaching and scientific research. The system of teacher training, assessment and job promotion is not perfect, emphasis on power and obedience, management and control in the process of teacher management, lack of emotional two-way communication and communication, lack of spiritual motivation and so on. Therefore, in view of the current situation, it is urgent to strengthen the research of incentive management of university teachers. Herzberg, an American psychologist, believes that the factors that affect people's enthusiasm can be divided into health care factors and incentive factors, health care factors and incentive factors according to their incentive function. The two-factor theory has important reference significance for the incentive of university teachers. The reference significance of the two-factor theory is prominent in the comparability of the research object, because its research object is engineers and accountants, most of these personnel have a good education, all have a skill. And has a relatively stable income and corresponding social status. The teachers in colleges and universities in our country are also professionals with a skill, but also have a relatively stable income and a certain social status. From the point of view of the nature of labor, the labor of university teachers, like accountants and engineers, belongs to mental labor and is comparable. Therefore, this paper takes the two-factor theory as the theoretical basis of teacher incentive management in colleges and universities. In this paper, the normative research methods are used to sort out the relevant incentive theory, and the general situation of current incentive theory research is shown. Secondly, it uses the method of combining theory and practice to study the application of two-factor theory in the incentive management of university teachers, and compares and analyzes the health care factors and incentive factors in the incentive management of university teachers at home and abroad. Finally, the problems existing in the incentive management of teachers in colleges and universities are pointed out by means of layer by layer analysis and induction, and the countermeasures and suggestions for perfecting the incentive management of teachers in colleges and universities are put forward. This paper is divided into five parts: the first part is the introduction, which introduces the research background and significance, literature review, basic ideas, research methods, innovation and shortcomings. The second part introduces the main contents, basic viewpoints and application limitations of the two-factor theory, and the third part analyzes the health care factors and incentive factors in the incentive management of university teachers based on the two-factor theory. The fourth part compares the health care factors and incentive factors of university teachers' incentive management at home and abroad; the fifth part puts forward the existing problems and countermeasures of university teachers' incentive management in China; the sixth part points out the innovation and shortcomings of this paper. The innovation of this paper is as follows: on the basis of summarizing the relevant incentive theory, this paper analyzes the main contents, basic viewpoints and application limitations of the two-factor theory, through the analysis of the professional characteristics of university teachers, from teachers' wages and benefits, management policies, This paper analyzes the health care factors of the management of teachers in colleges and universities from the aspects of working environment. This paper analyzes the incentive factors of teacher management in colleges and universities from the aspects of teacher promotion, teacher training, assessment and evaluation, democratic management and so on. Based on the two-factor theory, this paper makes a comparative study on the health care factors and incentive factors of the incentive management of university teachers at home and abroad, points out the problems existing in the incentive management of university teachers in our country, and puts forward some countermeasures and suggestions for perfecting the incentive management of university teachers in our country.
【學(xué)位授予單位】：河南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G647.2
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