山西省普通高校教师工作绩效现状研究

发布时间：2018-03-29 17:58

本文选题：山西省　切入点：高校教师　出处：《山西财经大学》2012年硕士论文

【摘要】：高校肩负着培养人才，造福社会的重要责任。高校教师是高校最为宝贵的人力资源，是实现高等教育目标的中坚力量。高校教师的教育理念和工作状态对高等教育质量起着潜移默化的作用。自从党的“十五大”提出“人力资源”的概念以后，高校的人事管理工作开始向人力资源管理转变。如何组建一支敬业、高效、富有活力的教师队伍，提高教师的工作绩效，已成为我国高校人力资源管理面临的一个重要问题。工作绩效分为组织绩效和个人绩效。个人绩效是构成组织绩效的基本要素，提高个人绩效是提高组织绩效及实现组织目标的前提。目前我国学者对于高校教师工作绩效的研究，大多是从管理者的角度来研究组织层面的绩效，偏重于理论研究的范畴。我国高校教师个人绩效的研究相对较少，且研究成果仅仅停留在划分个人绩效的维度和统计数据的层面；而专门针对山西高校教师个人工作绩效的研究更为少见。本研究从教师个人绩效出发，采用文献分析、问卷调查和统计分析等方法，对山西省高校教师的工作绩效现状进行调查研究，分析高校教师人口学因素与个人工作绩效之间的差异，其差异具体表现在： (1)在相同的工作环境中，男性教师比女性教师在对待科研服务的态度上更为积极，表现也更突出。 (2)年龄越大的教师，，在教学成效、科研服务、人际促进这三方面的绩效表现越突出；工作年限越久的教师在工作绩效各方面的表现较工作年限短的教师积极。 (3)具有硕士学历的教师在工作绩效各方面的绩效表现要比具有本科学历和博士学历的教师低。 (4)高职称的教师在工作绩效各方面的表现要优于低职称的教师。笔者对上述差异进行了原因分析，指出社会因素、职业特点及个人积累是造成工作绩效差异的主要原因。笔者认为提高山西省高校教师的工作绩效可以从学校管理者和教师自身两方面着手：学校管理者要量体裁衣，为教师提供发展的平台；高校教师要正确认识自己，努力提高工作绩效。这样才能实现教师与学校绩效共同提高的双赢。
[Abstract]:Colleges and universities shoulder the important responsibility of cultivating talents for the benefit of the society. College teachers are the most valuable human resources in colleges and universities. College teachers' educational concept and working state play a subtle role in the quality of higher education. Since the 15th National Congress of the Communist Party of China put forward the concept of "human resources", Personnel management in colleges and universities has begun to change to human resources management. How to set up a dedicated, efficient and energetic teaching staff and improve teachers' work performance has become an important problem in human resources management in colleges and universities in China. Job performance is divided into organizational performance and personal performance. Improving personal performance is the premise to improve organizational performance and achieve organizational goals. At present, most of the researches on the performance of university teachers in our country are from the perspective of managers. The research on the personal performance of college teachers in our country is relatively few, and the research results only stay in the dimension of dividing individual performance and the level of statistical data. The research on teachers' individual work performance in Shanxi colleges and universities is more rare. Based on the teachers' personal performance, this study adopts the methods of literature analysis, questionnaire investigation and statistical analysis, etc. This paper investigates the present situation of teachers' work performance in colleges and universities in Shanxi Province, and analyzes the differences between the demographic factors of university teachers and their individual job performance. The differences are as follows:. In the same work environment, male teachers are more active and outstanding in their attitude towards scientific research service than female teachers. 2) the older the teachers are, the more outstanding the performance is in the teaching effect, the scientific research service and the interpersonal promotion; the longer the teachers work, the more active the teachers are in all aspects of the work performance. Teachers with master's degree have lower performance in all aspects of job performance than those with bachelor degree and doctorate degree. Teachers with high professional titles are better than teachers with lower professional titles in all aspects of job performance. The author analyzes the reasons for the above differences and points out the social factors. Professional characteristics and personal accumulation are the main reasons for the difference in job performance. The author thinks that to improve the work performance of teachers in colleges and universities in Shanxi Province can be done from two aspects: school administrators and teachers themselves: school managers should tailor their clothes. To provide a platform for teachers to develop, teachers in colleges and universities should understand themselves correctly and strive to improve their work performance so as to achieve a win-win situation in which teachers and schools jointly improve their performance.
【学位授予单位】：山西财经大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647.2

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