【摘要】：近年來我國發(fā)展步伐不斷增速和教師隊(duì)伍不斷壯大,民辦高校的教師激勵(lì)問題越發(fā)成為關(guān)注的對(duì)象,其師資水平直接影響著學(xué)生的切身利益,影響著高等教育可持續(xù)發(fā)展和科教興國、人才強(qiáng)國的戰(zhàn)略實(shí)施情況。本論文試圖以黑龍江省A民辦高校教師激勵(lì)機(jī)制進(jìn)行探討分析,找出其存在的問題、成因和具體解決措施。本研究以解決當(dāng)前民辦高校教師激勵(lì)機(jī)制存在的問題為目的,以理論意義和現(xiàn)實(shí)意義為指導(dǎo),對(duì)國內(nèi)、外研究現(xiàn)狀加以剖析。闡述了我國民辦教師隊(duì)伍在物質(zhì)、安全、自尊和榮譽(yù)、職業(yè)發(fā)展方面的普遍訴求,對(duì)A民辦高校教師激勵(lì)現(xiàn)狀進(jìn)行了分析,提出存在的問題:激勵(lì)機(jī)制頻繁變化、激勵(lì)事項(xiàng)引發(fā)的矛盾、對(duì)激勵(lì)公平性存在質(zhì)疑、激勵(lì)制度沒有明顯成效。并以物質(zhì)、情感和環(huán)境需求為主要參照視角,對(duì)該學(xué)院教師的培訓(xùn)體系、薪酬福利體系、績效考核體系、職業(yè)發(fā)展體系進(jìn)行了目標(biāo)設(shè)定,設(shè)立了執(zhí)行方案。為保證該方案達(dá)到預(yù)期執(zhí)行效果,提出了保障措施:優(yōu)化整合學(xué)校資源、落實(shí)權(quán)利下放、建立服務(wù)教學(xué)的管理理念、實(shí)施全口徑多方位的激勵(lì)機(jī)制。進(jìn)行了可行性分析并對(duì)可能存在的優(yōu)點(diǎn)和局限性進(jìn)行了預(yù)估,制定相應(yīng)解決對(duì)策:進(jìn)一步加快學(xué)院內(nèi)部管理制度改革、提高民辦高校教育教學(xué)水平、轉(zhuǎn)變學(xué)院用人觀念、強(qiáng)化教師自身職業(yè)素質(zhì)、完善師資力量、建立公平的評(píng)聘制度等。A民辦高校的激勵(lì)機(jī)制存在的問題不僅具有其特殊性,也存在一定的普遍意義。希望通過本文的研究可以對(duì)我國民辦教師激勵(lì)機(jī)制問題的分析和解決提供參考價(jià)值,這也體現(xiàn)了此類研究的重要性和必要性。
[Abstract]:In recent years, the development of our country has been increasing and the number of teachers has been growing. The problem of teachers' motivation in private colleges and universities has become more and more concerned, and the level of teachers has a direct impact on the vital interests of students. It affects the sustainable development of higher education and the strategy of developing the country through science and education. This paper attempts to explore and analyze the incentive mechanism of teachers in private colleges and universities in Heilongjiang Province, and find out the existing problems, causes and specific solutions. The purpose of this study is to solve the problems existing in the incentive mechanism of teachers in private colleges and universities, and to analyze the current situation of research both at home and abroad under the guidance of theoretical and practical significance. This paper expounds the common demands of private teachers in the aspects of material, safety, self-esteem and honor, career development, analyzes the current situation of teachers' motivation in private colleges and universities, and points out the existing problems: the frequent changes of incentive mechanism. The contradiction caused by incentive matters has questioned the fairness of incentive, and the incentive system has no obvious effect. With the material, emotional and environmental needs as the main reference perspective, the college teachers training system, salary and welfare system, performance appraisal system, career development system, set up the implementation of the system. In order to ensure the expected implementation effect of the scheme, some measures are put forward: optimizing and integrating the school resources, implementing the decentralization of power, establishing the management concept of serving teaching, and implementing the all-caliber and multi-directional incentive mechanism. The feasibility analysis is carried out and the possible advantages and limitations are forecasted, and the corresponding countermeasures are worked out: further speeding up the reform of the internal management system of colleges, improving the educational and teaching level of private colleges and universities, and changing the concept of employing personnel in colleges and universities. Strengthening teachers' professional quality, perfecting teachers' strength, establishing fair evaluation and employment system, and so on, the problems existing in the incentive mechanism of private colleges and universities are not only of its particularity, but also of certain universal significance. It is hoped that the research in this paper can provide reference value for the analysis and solution of the incentive mechanism of private teachers in our country, which also reflects the importance and necessity of this kind of research.
【學(xué)位授予單位】：哈爾濱工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：G647.2

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本文編號(hào)：2131406