广东民办高职院校教师稳定性调查与归因研究

Investigation and attribution of the stability of teachers in Private Higher Vocational Colleges in Guangdong

通过调查问卷形式,在广东省范围内随机选取11所民办高职院校教师作为调查对象,以工作满意度和组织承诺与离职倾向为关键指标,进行分类统计,并从社会环境因素、组织环境因素、个体环境因素三个方面进行归因分析。结果发现:解决民办高职院校教师稳定性的问题,需要消除社会对民办高校的歧视政策,加强院校自身内部制度建设,改善工作条件,提高薪酬、福利,为教师提供充分的发展空间。

To complete the thesis, the author, through questionnaire, investigated randomly some teachers who are from 11 private higher vocational colleges in Guangdong province about the degree of their satisfaction on the work, the promises from their employer, and the reasons for resignation. Then the author classified and analyzed the three key factors mentioned above from the perspective of social environment, organizational environment, and the individual. In order to solve the problem of the high rate of the staff mobility, we should eliminate the discrimination on private higher vocational colleges from the society, strengthen the colleges' system construction, and provide enough opportunities for the teachers' career development through improving the working conditions and raising the salary.