高职院校“双师型”教师队伍激励机制优化研究

The Optimization Study on the Incentive Mechanism of"Double Qualified"Teachers in Higher Vocational Colleges

高职院校“双师型”师资队伍的建设,离不开科学、合理的激励机制。基于双因素理论,从激励因素来看,高职院校“双师型”教师队伍现行激励机制存在职称评审制度不合理、培养培训制度缺乏针对性和考核评价体系不完善等问题;从保健因素来看,存在薪资待遇未能体现特殊性、工作环境和人际关系难以获得满足感等问题。通过对高职院校“双师型”教师队伍激励机制问题产生的原因进行分析,分别从改善职称评审制度、完善培养培训制度、优化考核评价制度等激励因素,完善薪酬福利制度、加强领导关怀和情感激励、优化人际关系环境、建立教师职业规划制度等保健因素优化激励机制,并进一步从国家、学校、企业及教师个人四个层面提出保障措施,以促进高职院校“双师型”教师队伍激励机制的有效实施。

The construction of“double-qualified”teaching staff in higher vocational colleges cannot be separated from scientific and reasonable incentive mechanism.Based on the two-factor theory,from the perspective of incentive factors,the current incentive mechanism of“double-qualified”teachers in higher vocational colleges has some problems,such as unreasonable title evaluation system,lack of pertinence in training system and imperfect evaluation system.From the perspective of health factors,there are problems such as the lack of special salary,working environment and interpersonal relationship satisfaction.Through the analysis of the causes of the incentive mechanism of“double-qualified”teachers in higher vocational colleges,the incentive mechanism is optimized from improving the title evaluation system,improving the training system,optimizing the assessment and evaluation system and other incentive factors,improving the salary and welfare system,strengthening the leadership care and emotional motivation,optimizing the interpersonal relationship environment,establishing the teacher career planning system and other health factors.And further,this paper puts forward the safeguard measures from the four levels of state,schools,enterprises and teachers to promote the effective implementation of the“double teacher”incentive mechanism in higher vocational colleges.