我国民办高校教师激励机制的研究

I我国民办高校教师激励机制的研究摘要随着市场经济的迅猛发展，我国高等教育进入了蓬勃发展时期，作为高等教育重要组成部分的民办高校，其生存和发展也越来越受到社会各界的关注。但由于民办高校发展历史较短，社会声望较低，民办高校学生就业压力大等因素的影响，民办高校在与公办高校竞争中的优势不明显。如何能在如此激烈的高校竞争中脱颖而出，成为民办高校乃至整个社会都关注的问题。原哈佛大学校长柯南特曾经说过：“大学的荣誉不在于它的校舍和人数，而在于它一代又一代的教师质量，一个学校要站得住，教师一定要出名。”这句话充分说明了教师队伍对学校发展的至关重要性。这对公办高校的师资队伍建设适用，对民办高校的师资队伍建设同样也适用。民办高校的生存发展依靠良好的师资队伍，良好的师资能够促进民办高校的快速发展，师资建设是民办高校生存和发展的基础。师资建设对民办高校如此重要，但当前民办高校教师的教师激励机制却存在很多不足之处，其在运行过程中受到各方面的阻碍，包括民办高校自身的、社会的、以及法律保障不全面所产生的。这些给民办高校教师的工作和生活造成了困扰，削弱了民办高校教师的积极性，甚至成为民办高校教师高流动率的元凶。民办高校教师的高流动率对民办高校的稳定和发展造成了消极影响，甚至会影响到我国整个高等教育系统的长治久安。本文通过对已有研究文献的整理及思考，找出民办高校教师工作受阻的症结所在。运用激励理论，通过对民办高校教师权利保障制度、职业声望、社会认可度的研究，提出应充分发挥民办高校具有很强的办学自主性这一优势，建立一种短期激励（获取薪酬、绩效激励工资制、科研激励）与长期激励（股权激励、终身教授制等）相结合、物质激励与精神激励兼顾的管理机制，吸引、培养、留住优秀教师。关键词：民办高等教育；教师激励；激励机制；激励措施IITheresearchofChinesePrivateUniversityteachers’incentivemechanismresearchAbstractWiththerapiddevelopmentofmarket-directedeconomy,thehighereducationinourcountryisheadingforabecomingperiod.Privatecolleges,asanessentialpartofourhighereducationsystem,aregettingmoreandmoreattentionabouttheirexistenceanddevelopment.Butowingtovariousreasonssuchasshorthistory,lackofsocialrecognition,studentsbeingunpopularonthejobmarket,etc.privatecollegesarenowatabigdisadvantagecompetingwiththestate-ownedones,thewholesocietyisconcernedabouthowtohelpthemgrowstrongandsuccessful.FormerHarvardUniversityPresidentConantoncesaid:thehonoroftheuniversityisnotinitsschoolbuildingsandnumber,butistheteachers'quality,whatisthemostimportanttoaschool,theteachermustbefamous.Thissentencefullyexplainstheimportantoftheschoolteacherstothedevelopmentofaschool.Itisapplicablefortheteacherofthepublicschoolandisalsoapplicablefortheteacheroftheprivateuniversities.Thesurvivalanddevelopmentofprivateuniversitiesrelyonthegoodteachers’team,goodteacherscanpromotetherapiddevelopmentofprivateuniversities,andteachers’constructionisthefoundationofthesurvivaloftheprivatecolleges.Undoubtedly,facultyconstructioniscrucial,buttherearemanyflawsexistingintheincentivesystem,whichgreatlyaffectandpreventteachersfromusingtheirinitiatives,whichisalsothedeadlyfactorleadingtoteachers’beingonthemorearoundthecampuses,consequently,itwillhaveanegativeeffectonthestabilityanddevelopmentofourhighereducation.Theessayhasinvestigatedtheteachers’financialandspiritualtreatmentintheformofquestionnaireansoon,inthehopeoffindingoutthefactorswhichhinderteachers＇capacitybeingfullyexploited.Basedontheincentivetheoryofferedandscientificstudy,throughtheinvestigationofthecollegeWteachingstatus.Iputforwardaseriesofmethodsandmeasureswhichshouldbeadoptedinthereformationanddevelopmentofprivatecolleges.Keywords:privatehighereducation；incentivesystemforteachers；incentiveIIIsystemforteachers；incentivemeasures.目录摘要...............................................................................................................................IAbstract.......................................................................................................................II第一部分绪论.........................................................................................................1一、研究背景与意义.............................................................................................1（一）研究背景..............................................................................................1（二）研究的意义..........................................................................................1二、研究现状.......................................................................................................2（一）已有研究成果概述..............................................................................2（二）对已有研究成果述评..........................................................................2三、研究思路和研究方法.....................................................................................3（一）研究思路..............................................................................................3（二）研究方法..............................................................................................3四、研究的可能创新点.........................................................................................4五、研究的局限.....................................................................................................4第二部分我国民办高校教师激励机制的基本理论...................................5一、相关概念的解释与界定.................................................................................5（一）民办高校..............................................................................................5（二）民办高校教师......................................................................................7（三）激励......................................................................................................8（四）激励机制..............................................................................................9（五）激励的作用........................................................................................10二、我国民办高校教师激励机制的理论依据...................................................11（一）需要层次理论....................................................................................11（二）双因素理论.