对民办学校教师高流动率现象个案研究.pdfVIP

楼顶插彩旗的是学校教学办公综合楼 学校餐厅 学生宿舍 学校操场设施相当简陋，场地中间有积水 实验室和教室 摘 要 目前我国基础教育领域民办教育的发展，既取得了有目共睹的成就，但同时也存 在一定的问题，有的问题还相当严重。一些民办学校教师流动率高、稳定性差已严重 困扰了学校的发展，甚至危及到了学校的生存。 本文是对山东省济宁市运河中学教师高流动率现象作的个案研究。通过本人近十 个月的实地考察，在广泛占有第一手材料的基础上，从人力资源管理(Human Resource Management)、教育管理学和教育心理学的视角剖析了该校教师高流动率的原因：教 师管理思想和方式落后、公办学校和民办学校恶意竞争、教师评价有失公正、学校不 一 重视教师的专业发展、工资福利待遇低且有失公平、不合格教师进入了学校师资队伍。 在分析教师高流动率原因的基础上，本文从教师、学校和政府相关部门三个方面 有针对性地提出了解决问题的对策，重点从学校层面探讨了如何提高教师的组织承诺 (Organizafiond Commitment)水平，以建立起联结教师和学校的心理纽带，使教师对 学校产生归属感和认同感。 本文属于个案研究，不追求理论框架的完美和研究成果的普遍适用。但我相信该 研究对于存在类似问题的民办学校会有一定的借鉴作用。 关键词：民办学校 教师高流动率 个案研究 Abstract At present in China private schools have made great achievements in the elementary education field，but there are still many problems，some of which are very serious and urgent． Some schools run by the local people are lack of stable teachers，which has hindered the development of school and even endangered the subsistence of some schools． This thesis is only a case study on the phenomenon of the hJ【gh flow 0f teachers in Yunbe middle school,Jining，Shandong province．Having made an On-the-spot investigation for about ten months,I have collected many firsthand data．Based on these data,the thesis analyses the causes of the teachers’high flow from the angles of Human Resource Management，educational management and educational psychology．The reasons why teachers啪’t stay in such schools for a long time are the lagged managerial ideas and methods，the inappropriate competition between public school and achool mn by the local people，the partial evaluation on teachers，the negligence of the teachers’speciality development，the unfair and low wages and welfare and some unqualified teachers． Based on the analysis ofthe causes ofthe teachers’high flOW,this thesis elaborates how to solve the problems above from three aspects：teachers，schools and the government．It also approaches how to improve the teachers’level of Organizational Commitment SO as to build up the psychological link between school and teacher wh