基于“心理契约”理论的高校教师激励机制优化研究被引量：8

Optimization of Motivate Mechanism of University Faculties Based on Theory of Psychological Contract

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摘要激励是高校师资管理工作的核心内涵。通过梳理"心理契约理论"、分析"心理契约"理论与教师激励的适切性,提出"心理契约"理论视域下高校教师激励机制优化路径,即实施战略性激励,构筑共同愿景;推行全面激励,注重教师职业生涯规划管理;实施透明激励,重视交流与沟通;注重公平激励,提升大学文化。 Motivation is the core of university faculty resources management.This paper analyzes the theory of psychological contract,the compatibility of theory of psychological contract and faculty motivation,puts forward optimizing strategy of motivate mechanism of faculties based on the theory of psychological contract,i.e.execute strategic motivation,construct shared vision,implement comprehensive motivation,focus on career planning management of faculties scientifically,carry out transparent motivation,attach importance to exchange and communication,pay attention to equity motivation and strengthen university culture.

作者徐木兴

机构地区浙江理工大学高教发展研究中心

出处《浙江理工大学学报（社会科学版）》 2015年第1期61-65,共5页 Journal of Zhejiang Sci-Tech University：Social Sciences

基金浙江省社会科学界联合会研究课题(2011N120) 杭州市哲学社会科学规划常规性立项课题(DJ2JY12) 浙江省教科规划2014年度(高校)研究课题(2014SCG136) 浙江省高校重大人文社科项目攻关计划规划重点项目(2013GH027)

关键词心理契约激励机制优化策略高校教师 psychological contract motivate mechanism optimizing strategies university faculty

分类号 G451.2 [文化科学—教育技术学]

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参考文献6

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