双因素理论在高校教师激励管理中的应用研究

发布时间：2019-06-06 17:51

【摘要】：高校是人才聚集的地方也是人才培养的摇篮，高校教师则是学校发展的核心资源，如何引进、培养、保持、开发高校的教师资源是高校发展的根本所在。然而，当今我国高校在教师队伍建设中存在诸多问题，例如许多高校没有形成完善的人才选拔、培养、使用的循环机制，工资福利偏低，工作环境不能满足教学科研的需要，教师的培养、考核和职务晋升制度不完善，在教师管理过程中强调权力与服从、管理与控制，缺乏情感的双向交流和沟通，，精神激励不足等。因此，针对当前的现状急需加强高校教师激励管理的研究。美国心理学家赫兹伯格认为影响人积极性的因素按其激励功能不同，可分为保健因素和激励因素，保健因素和激励因素构成双因素理论，而双因素理论对高校教师的激励具有重要的借鉴意义。双因素理论的借鉴意义突出地表现在研究对象的可比性上，因为它的研究对象是工程师和会计师，这部分人员大多数受过良好的教育，都有一技之长，而且具有比较稳定的收入和相应的社会地位。而我国高校的教师也是具有一技之长的专业人员，也有比较稳定的收入和一定的社会地位。从劳动性质来看，高校教师的劳动与会计师和工程师一样同属于脑力劳动，具有可比性。因此本论文把双因素理论作为高校教师激励管理的理论基础。本论文采用规范的研究方法梳理相关的激励理论，展示出当今激励理论研究的概况；其次采用理论和实践相结合的方法研究双因素理论在高校教师激励管理中的应用，对比分析国内外高校教师激励管理中保健因素和激励因素；最后采用层层分析和归纳总结的方法指出高校教师激励管理存在的问题，提出健全高校教师激励管理的对策建议。本论文分为五个部分：第一部分为导论，介绍研究背景及意义，文献综述，基本思路、研究方法、创新之处及不足等；第二部分介绍双因素理论的主要内容、基本观点和应用局限；第三部分基于双因素理论分析高校教师激励管理中的保健因素和激励因素；第四部分对比研究国内外高校教师激励管理的保健因素和激励因素；第五部分提出我国高校教师激励管理存在的问题及对策建议；第六部分指出了本文的创新及不足。本论文的创新表现在：论文在综述有关激励理论的基础上，分析了双因素理论的主要内容、基本观点和应用局限，通过高校教师的职业特点分析，从教师工资福利、管理政策、工作环境等方面分析了高校教师管理的保健因素；从教师的职务晋升、教师培养、考核评价、民主管理等方面分析了高校教师管理的激励因素。论文基于双因素理论对比研究了国内外高校教师激励管理的保健因素和激励因素，指出了我国高校教师激励管理存在的问题，提出了健全我国高校教师激励管理的对策建议。
[Abstract]:Colleges and universities are the place where talents gather and the cradle of talent training, while university teachers are the core resources of school development. how to introduce, train, maintain and develop the teacher resources of colleges and universities is the fundamental part of the development of colleges and universities. However, there are many problems in the construction of teachers in colleges and universities in our country. For example, many colleges and universities have not formed a perfect circular mechanism for talent selection, training and use, the wages and benefits are on the low side, and the working environment can not meet the needs of teaching and scientific research. The system of teacher training, assessment and job promotion is not perfect, emphasis on power and obedience, management and control in the process of teacher management, lack of emotional two-way communication and communication, lack of spiritual motivation and so on. Therefore, in view of the current situation, it is urgent to strengthen the research of incentive management of university teachers. Herzberg, an American psychologist, believes that the factors that affect people's enthusiasm can be divided into health care factors and incentive factors, health care factors and incentive factors according to their incentive function. The two-factor theory has important reference significance for the incentive of university teachers. The reference significance of the two-factor theory is prominent in the comparability of the research object, because its research object is engineers and accountants, most of these personnel have a good education, all have a skill. And has a relatively stable income and corresponding social status. The teachers in colleges and universities in our country are also professionals with a skill, but also have a relatively stable income and a certain social status. From the point of view of the nature of labor, the labor of university teachers, like accountants and engineers, belongs to mental labor and is comparable. Therefore, this paper takes the two-factor theory as the theoretical basis of teacher incentive management in colleges and universities. In this paper, the normative research methods are used to sort out the relevant incentive theory, and the general situation of current incentive theory research is shown. Secondly, it uses the method of combining theory and practice to study the application of two-factor theory in the incentive management of university teachers, and compares and analyzes the health care factors and incentive factors in the incentive management of university teachers at home and abroad. Finally, the problems existing in the incentive management of teachers in colleges and universities are pointed out by means of layer by layer analysis and induction, and the countermeasures and suggestions for perfecting the incentive management of teachers in colleges and universities are put forward. This paper is divided into five parts: the first part is the introduction, which introduces the research background and significance, literature review, basic ideas, research methods, innovation and shortcomings. The second part introduces the main contents, basic viewpoints and application limitations of the two-factor theory, and the third part analyzes the health care factors and incentive factors in the incentive management of university teachers based on the two-factor theory. The fourth part compares the health care factors and incentive factors of university teachers' incentive management at home and abroad; the fifth part puts forward the existing problems and countermeasures of university teachers' incentive management in China; the sixth part points out the innovation and shortcomings of this paper. The innovation of this paper is as follows: on the basis of summarizing the relevant incentive theory, this paper analyzes the main contents, basic viewpoints and application limitations of the two-factor theory, through the analysis of the professional characteristics of university teachers, from teachers' wages and benefits, management policies, This paper analyzes the health care factors of the management of teachers in colleges and universities from the aspects of working environment. This paper analyzes the incentive factors of teacher management in colleges and universities from the aspects of teacher promotion, teacher training, assessment and evaluation, democratic management and so on. Based on the two-factor theory, this paper makes a comparative study on the health care factors and incentive factors of the incentive management of university teachers at home and abroad, points out the problems existing in the incentive management of university teachers in our country, and puts forward some countermeasures and suggestions for perfecting the incentive management of university teachers in our country.
【学位授予单位】：河南大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647.2

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