地方非“211”本科高校教师转职行为研究
- 1. 广西壮族自治区教育厅 高等教育处,广西 南宁 530021
- 2. 广西大学 1教育学院;2信息网络中心,广西 南宁 530004;
- 3. 广西大学 教育学院,广西 南宁 530004;
摘要: 高校教师转职（转换职业性质、转换职业环境、转换职业角色等）是高校稳定人才资源、构建本校竞争力必须面对的问题，也是高校教师自身发展过程中的选择，更是高校教师事业发展中的关键问题。通过参与式观察和案例探讨，运用逻辑思辨方法在深入分析高校教师转职内、外部原因的基础上，厘清地方非“211”本科高校这一“中间层次高校”的教师转职风险、成本、动机之间的内生关系及其发生的影响，提出维持并提高高校教师资本的创新高校人力资本投资模式，即改进高校人事管理、职称评定、学术环境等制度；对高校教师专业发展进行引导，从而提升高校对教师就职的吸引力，完善高校进人、用人、留人制度等，最终增强教师工作满意度。
Professional Transformation Among Teachers in Local Universities Outside 211 Project
- 1. 广西壮族自治区教育厅 高等教育处,广西 南宁 530021
- 2. 广西大学 1教育学院;2信息网络中心,广西 南宁 530004;
- 3. 广西大学 教育学院,广西 南宁 530004;
Abstract: In order to stable human resources and strengthen its competitive edge, professional transformation including transferring nature of profession, environments of profession, and roles of profession of college teachers is a crucial problem. Besides, it is the inevitable choice in their own development process, and is also a key problem influencing the development of college teachers. Based on spot observation, case studies and logical analysis of internal and external causes, the paper attempts to clarify the inherent relationship among the risks, cost, motivation of these HEIs teachers profession transformation, and its economic, environmental and psychological mechanism and influence. In addition, a new model of human resources investment is proposed, including the improvement of personnel management system, assessment of professional titles, and improvement of academia, should be advanced. The HEIs should guide teachers professional development to boost their professional desire and its own cultural connotation and attraction. Furthermore, a wellestablished system of recruitment and employing should be constructed to improve their satisfaction.
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