本文選題：獨立學院 + 輔導員隊伍　； 參考：《吉林大學》2012年碩士論文

【摘要】：高校輔導員隊伍建設歷來是各高校質量建設的重要內容，隨著中國高等教育事業(yè)的不斷發(fā)展，獨立學院作為中國高等教育事業(yè)的重要構成部分，其建設與發(fā)展也受到了人們的普遍關注。由于各獨立學院建校發(fā)展的歷史較短，需要解決和探討的問題還比較多，隨著社會形勢的迅速發(fā)展和學生工作的日趨復雜，獨立學院在輔導員隊伍建設方面也遇到了不小的挑戰(zhàn)。存在的主要問題有：輔導員隊伍穩(wěn)定性差，人才流失的情況時有發(fā)生；少數(shù)輔導員專業(yè)素質和職業(yè)道德水平不高，，影響了學生工作的開展；輔導員對工作產(chǎn)生倦怠情緒，由于看不到希望而選擇離開。因此，通過激勵機制的研究解決獨立學院輔導員隊伍專業(yè)化、職業(yè)化問題，便是一個亟待解決的課題。 盡管在輔導員人才隊伍建設的激勵機制方面，獨立學院早就開始了積極的探索并取得了一定的工作成就。但是，這方面的研究還是比較零散，且難以充分滿足獨立學院輔導員隊伍建設的實際需要。本文通過查找我市發(fā)展較好的五所獨立學院輔導員隊伍建設現(xiàn)狀，將獨立學院輔導員工作情況作為主要研究對象，在綜合利用訪談、調查問卷等方式方法以及充分評估輔導員實際工作需要的基礎上，針對獨立學院輔導員人才隊伍建設中的實際問題，如：隊伍穩(wěn)定性差、知識層次和年齡結構不合理、人員心理情緒不穩(wěn)定等，通過對相關激勵理論的理解以及各種研究方法的采用，就提高獨立學院輔導員隊伍建設問題進行激勵機制的研究和探討，完善輔導員激勵機制，以期對獨立學院輔導隊伍建設提出有益的探索。 全文章共分五個部分：第一部分，闡述課題研究的背景、重要性和必要性，說明課題研究的總體思路、主要內容以及研究方法；第二部分，在調查長春市五所獨立學院輔導員隊伍建設和激勵機制的基礎上，總結獨立學院輔導員隊伍存在問題并進行原因分析；第三部分，闡述獨立學院輔導員隊伍激勵理論，提出了對現(xiàn)有輔導員激勵機制進行完善的必要性；第四部分，闡述了進行激勵機制研究和完善的要求、總體思路和基本原則，闡明了完善后的激勵機制；第五部分，總結分析，得出本文最終結論。
[Abstract]:The construction of college counselors has always been an important part of the quality construction of colleges and universities. With the continuous development of higher education in China, independent colleges as an important part of higher education in China. Its construction and development also received people's universal attention. As the history of the establishment and development of independent colleges is relatively short, there are still many problems to be solved and discussed. With the rapid development of the social situation and the increasing complexity of student work, Independent colleges in the building of a team of counselors also encountered a great deal of challenges. The main problems are: the stability of counselors is poor, the brain drain occurs from time to time; the professional quality and professional ethics level of a few counselors are not high, which affects the development of students' work; He chose to leave because he could not see hope. Therefore, it is an urgent task to solve the problem of professionalization and professionalization of counselors in independent colleges through the research of incentive mechanism. Although in the aspect of incentive mechanism of counselors' talents construction, the independent college has already begun to explore actively and has made certain achievements. However, this aspect of research is still scattered, and it is difficult to fully meet the actual needs of independent college counselors. By looking up the status quo of counselors' team construction in five independent colleges and universities in our city, this paper takes the work of counselors in independent colleges as the main research object and makes comprehensive use of interviews. On the basis of questionnaire and the needs of counselors' actual work, this paper aims at the practical problems in the construction of counselors' talents in independent colleges, such as poor stability of the team, unreasonable knowledge level and age structure, and so on. Through the understanding of relevant incentive theory and the adoption of various research methods, this paper studies and discusses the incentive mechanism to improve the construction of counselors in independent college, and consummates the incentive mechanism of counselors. With a view to the independent college counseling team building a useful exploration. The whole article is divided into five parts: the first part expounds the background, importance and necessity of the research, explains the general idea, the main content and the research method of the research; the second part, On the basis of investigating the construction and incentive mechanism of counselors in five independent colleges in Changchun, this paper summarizes the existing problems of counselors in independent colleges and analyzes the causes. The third part expounds the incentive theory of counselors in independent colleges. The author puts forward the necessity of perfecting the incentive mechanism of the counselors. The fourth part expounds the requirements of the research and improvement of the incentive mechanism, the general ideas and basic principles, and clarifies the incentive mechanism after the improvement; the fifth part, the summary and analysis, The final conclusion of this paper is obtained.
【學位授予單位】：吉林大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：G641

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