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论文编号：	1760
作者编号：	041898
上传时间：	2010/5/24 16:00:46
中文题目：	高校教师的流失影响因素分析
英文题目：	turnover, teacher, college and university
指导老师：	张立富
中文关键字：	流失意图 高等学校 教师
英文关键字：	turnover, teacher, college and university
中文摘要：	随着社会经济的发展和中国高等教育的深度转型，高校教师流动日趋活跃。众多高校都面临着不同程度的人才流失危机，如何应对这一挑战成为高校生存发展的关键。本文引入雇员流失理论分析教师流失的现实问题并进行实证检验，提出解决问题的思路。在将前人对教师流失的观点与流失理论相结合后，本研究确定了五个流失影响变量，分别为学术发展、薪酬福利、工作压力、管理问题、人际关系。使用问卷调查测量变量值，并对数据进行了描述统计和相关分析。发现这五个变量均与流失意图显著相关，但是相关系数不大,五个变量之间也存在一定的相关关系。对实证结果的分析后进一步得出结论。 第一，学术发展、薪酬福利、管理问题、工作压力、人际关系都是流失意图的影响因素，但是单独一个因素对流失意图的作用很小。这些因素都有可能产生流失动力，但教师一般不会因为某一个因素产生强烈的流失意图。 第二，学术发展对流失意图的影响相对最强。该变量与流失意图的相关系数相对最高。它不仅影响到教师对当前状态的评价，而且影响教师对未来利益的预期。从情感上、个人目标、物质利益、个人价值观等方面，该因素都会引发促使人流失或留下的心理动因。此变量应受到相对更高的关注。 第三，五个变量之间存在一定的相关关系。尤其管理问题与其他四个变量均具有显著相关关系。学校的管理系统是其他几个变量存在发展的平台，管理的不足之处往往给其他几个因素带来负面影响，从而对流失意图产生间接影响。其他四个变量也具有各自的间接效应。 因而要解决高校教师流失带来的困境应注意以下几点。首先，不能仅关注一两点，应统筹兼顾，注重各个流失影响因素。其次，学校应接受教师流动的趋势，并采取预防措施将其消极影响降到最低。最后，应积极进行管理创新，为学校留住人才、吸引人才。
英文摘要：	Along with the development of society and economic and the deep reformation in colleges and universities in China，flow of teacher is happening with increasingly frequency. Many educational managers now are facing the crisis of teacher’s turnover, and they must answer the challenge. This research is to analyze the special problem using the theory about turnover, and carry on an empirically test, and then give some advises. Based on the literature on turnover at home and abroad, this dissertation ascertains five factors influencing teacher’s turnover intention. They are professional growth chance, payment, job stress, administrative problems and relationship between people. Based on a questionnaire survey by descriptive statistics and correlate analysis, this research finds that there is correlative relationship between the five factors and teacher’s turnover intention but each correlative coefficient is low. And there is correlative relationship within the five factors too. After carefully consideration the main findings are as follow. The first, those five factors are main factors influencing teacher’s turnover intention. But each factor only has a little influence. Every factor may produce turnover intention, but teacher won’t withdraw for only one factor. The second, professional growth chance has relatively the most effect on turnover intention. The correlative coefficient between the factor and turnover intention is relatively the highest. The factor not only has effect on the current state, but also on the future. It can forms motive to stay or leave from emotion, one’s objective, loaves and fishes and etc. Therefore this factor should be cared most. The third, There is significant correlative relationship between administrative problems and other factors. The management system of colleges and universities is a stage for other factors. The deficiency in the system always conduce negative effect on other four factors. Then not only directly effect but also indirectly effect on turnover intention should be cared. Thus several points should be paid attention to. Firstly, we should not pay attention to only one or two point but take into account all the factors instead. Secondly, the trend of free mobility should be accepted and some methods can be carried on to reduce the negative effect. Lastly, innovations of management should be developed to attract and store talent teachers.
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