本文選題：中職教師 + 薪酬管理　； 參考：《重慶師范大學(xué)》2012年碩士論文

【摘要】：經(jīng)濟(jì)體制的重大變革使中國(guó)的社會(huì)經(jīng)濟(jì)發(fā)生了翻天覆地的巨大變化，世界為之震驚。改革開(kāi)放30年來(lái)，中國(guó)教育為適應(yīng)經(jīng)濟(jì)社會(huì)發(fā)展的需要，與時(shí)俱進(jìn)地進(jìn)行了教育體制改革的不懈探索，確立了科教興國(guó)的戰(zhàn)略方針。而實(shí)現(xiàn)科教興國(guó)戰(zhàn)略的基礎(chǔ)在教育，教育的基礎(chǔ)在教師。沒(méi)有高素質(zhì)的教師怎么能培養(yǎng)出高素質(zhì)的學(xué)生？因此，造就一支高素質(zhì)的教師隊(duì)伍是實(shí)施科教興國(guó)戰(zhàn)略的基礎(chǔ)工程。與發(fā)達(dá)國(guó)家相比，我國(guó)教師隊(duì)伍存在著外在條件相對(duì)較差和內(nèi)在工作動(dòng)力不足的普遍問(wèn)題。產(chǎn)生這一現(xiàn)象的原因是多方面的，但是無(wú)論從哪個(gè)角度看，薪酬在其中都扮演了舉足輕重的角色。因此，如何激勵(lì)教師，激發(fā)其工作動(dòng)力，薪酬體制的改革不失為其中一個(gè)很好的切入點(diǎn)。 目前，很多學(xué)校都在科學(xué)設(shè)崗的基礎(chǔ)上，通過(guò)績(jī)效考核等方式，將教職工的收入與其工作業(yè)績(jī)掛鉤，試圖通過(guò)拉大收入差距的方式，充分地調(diào)動(dòng)起教職工的積極性。就目前一些學(xué)校的實(shí)踐來(lái)看，不僅有利于優(yōu)化教育資源的配置，，更有利于教師薪酬體系的完善，而且還收到了良好的人才效應(yīng)和社會(huì)效應(yīng)。 本文結(jié)合發(fā)展薪酬激勵(lì)的理論，對(duì)薪酬激勵(lì)效應(yīng)進(jìn)行研究，并將薪酬激勵(lì)效應(yīng)的影響因素，作為調(diào)節(jié)變量納入到同一概念模型，進(jìn)一步揭示成分要素、影響要素與薪酬激勵(lì)效應(yīng)的作用機(jī)理。 本文是以激勵(lì)為導(dǎo)向來(lái)推動(dòng)和實(shí)現(xiàn)中職教師薪酬管理制度的改革，實(shí)現(xiàn)從業(yè)收益的公平公正。教師的工作表現(xiàn)和潛意識(shí)行為不僅是受自然人對(duì)勞動(dòng)成果獲得絕對(duì)薪酬的影響，并且還會(huì)受薪酬的相對(duì)結(jié)果影響。通過(guò)整合各種薪酬經(jīng)費(fèi)，以崗位分析和崗位評(píng)價(jià)為前提，充分體現(xiàn)中職教師的人力資本價(jià)值，完善評(píng)價(jià)機(jī)制，建立一種相對(duì)穩(wěn)健快速，以崗位工資為主體，以績(jī)效工資為輔的市場(chǎng)導(dǎo)向型的薪酬制度。
[Abstract]:The world is shocked by the great changes in China's social economy caused by the great changes in the economic system. Since the reform and opening up 30 years ago, in order to meet the needs of economic and social development, China's education has carried out the unremitting exploration of educational system reform with the times, and established the strategic policy of rejuvenating the country through science and education. The foundation of the strategy of rejuvenating the country through science and education lies in education, and the foundation of education lies in teachers. How can we cultivate high-quality students without high-quality teachers? Therefore, to create a high-quality teachers is the basic project of implementing the strategy of rejuvenating the country through science and education. Compared with the developed countries, the teachers in our country have the common problems of relatively poor external conditions and insufficient internal working motivation. There are many reasons for this phenomenon, but from which point of view, salary plays an important role. Therefore, how to motivate teachers and stimulate their work motivation, the reform of salary system is a good breakthrough point. At present, on the basis of setting up posts scientifically, many schools link the income of teaching staff with their work achievement by means of performance appraisal, and try to arouse the enthusiasm of teaching staff by widening the income gap. According to the practice of some schools at present, it is not only beneficial to optimize the allocation of educational resources, but also beneficial to the perfection of teachers' salary system, as well as the good talent effect and social effect. Based on the theory of development of salary incentive, this paper studies the effect of salary incentive, and puts the influencing factors of compensation incentive effect into the same conceptual model as a regulating variable, and further reveals the elements of the compensation incentive effect. The action mechanism of influencing factors and salary incentive effect. This paper aims to promote and realize the reform of the salary management system of secondary vocational school teachers and to realize the fairness and fairness of employment income. The teacher's work performance and subconscious behavior are not only influenced by the natural person's absolute salary to the labor achievement, but also by the relative result of the salary. By integrating all kinds of salary funds, taking post analysis and post evaluation as the premise, fully reflecting the value of human capital of secondary vocational school teachers, perfecting the evaluation mechanism, establishing a relatively stable and fast, taking post salary as the main body, Market-oriented pay system supplemented by performance pay.
【學(xué)位授予單位】：重慶師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類(lèi)號(hào)】：G715.1

【參考文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前1條

1 可宗莉;高校教師崗位績(jī)效薪酬制度實(shí)施相關(guān)問(wèn)題研究[D];北京交通大學(xué);2007年

本文編號(hào)：2105035