摘要
改革开放以来，中国经济取得了快速的发展，也给中国民办基础教育行业
带来了蓬勃的生机。许多从事民办基础教育的教育集团应运而生，机遇与竞争
并存，社会带给民办基础教育机遇的同时也带来了激烈的竞争，民办基础教育
行业的竞争、学校的运营管理、课程的管理、教师人才的管理等等管理问题在
民办基础教育行业越来越突出。为明教育集团作为众多民办基础教育集团中的
一员，它曾辉煌一时，如今在面临行业的竞争、师资管理等等中也凸显了诸多
问题，尤其在它的教师管理方面。民办基础教育集团间、民办学校间的竞争归
根结底是学校教师人才的竞争，毫无疑问，如何留住教师、激励教师、提高教
师的工作积极性等成了民办基础教育学校教师管理的关键

本文以为明教育集团旗下的一分校——北大附中成都为明学校为研究对
象。在对研究背景、研究问题和研究意义作分析的基础上，立足民办基础教育
教师的特点，结合与之相适应的科学的激励基础理论，对北大附中成都为明学
校绝大多数教师采用问卷调查法和访谈法，对该校的现有教师激励机制进行细
致的调查研究。对教师激励机制的四主要方面：薪酬激励、岗位晋升激励、技
能培训激励和福利激励进行深入的剖析并展开问题原因分析。最后提出相应的
改进方案和建议

本文首先提出研究的背景、研究的问题和意义。其次结合研究问题方向和
民办基础教育教师的特点作相关的激励基础理论和相关研究综述。然后结合研
究问题、相关激励基础理论和研究综述，运用问卷调查法和访谈研究方法对北
大附中成都为明学校进行深入、细致和具体的研究，从内容型激励理论、过程
型激励理论和行为改造型激励理论中的相关理论切入制定科学详细的调查问
卷，调查该校教师在激励机制方面表现出的真实需求、行为动机等方面的激励
机制现状和问题。分析产生此类问题的原因，最后就该校教师激励机制反映出
的教师薪酬激励方面、岗位晋升激励方面、技能培训激励方面和福利激励方面
的问题，遵循激励理论的公平公正、协调一致、与学校办学目标统一、个人激
励和学校激励双重结合和激发竞争性等原则基础上，策略性的提出相应的改进
方案和建议。同时就改进方案和建议提出一定的实施步骤和保障。MBA 学位论文 作者：苟青松 北大附中成都为明学校教师激励机制改进方案研究
IV
本文的研究意义意在为北大附中成都为明学校的现有教师激励机制提供相
应的改进方案和建议。减少该校教师的非正常流失，促进该校教师队伍的稳定
发展，提高该校教师的工作积极性和工作效率，提升该校教师人力资源价值，
推动学校健康稳定可持续发展。同时为民办基础教育学校相关管理者提供一些
参考和借鉴

关键词：民办基础教育；教师激励机制；改进方案；北大附中成都为明学
校MBA 学位论文 作者：苟青松 北大附中成都为明学校教师激励机制改进方案研究
V
Abstract
With the integration of the world economy, China&39;s economy has achieved rapid
development, which also brought thriving vitality to the Chinese privately-owned and basic
education industry. Opportunities and competition have been existed for any industries. There is
no exception in Chinese privately-owned and basic education industry, even the challenges and
competition from this industry would have been more and more intense. Specially speaking, the
main competition in this industry is talent competition. That is to say, the main competition from
privately-owned and basic education schools is the lack of talented teachers. How to help the
gifted teachers keep the active states in the work and motivate them to improve the work
enthusiasm is the key of school teacher management.
This paper is based on the Weiming School, Chengdu, Affiliated High School of Peking
University (AHSPU), and my research objective is to explore the teachers’ incentive mechanism
of this school, apply to the questionnaire survey and interviewing methods to analyze the
teachers’ incentive mechanism, finding the reasons of lack of talented teachers, suggest and give
recommendations to improve the teachers’ incentive mechanism. The main improved contents of
teachers’ incentive mechanism at this school include salary incentives, position and promotion
incentives, training incentives and welfare incentives, aiming at these four aspects to do in-depth
analysis, which finally put forward the corresponding improvements and suggestions. Firstly this
paper puts forward the research background, research problem and significance; Secondly
according to the research problems I gave related incentive theories and reseach reviews; Then as
the problems and theories with the scientific research methods of questionnaires and
interviewing, investigate the teachers of Weiming School, Chengdu, affiliated high school of
Peking University (AHSPU), getting the present situations from the investigated information and
analyzing the reasons; Finally some corresponding improvement programs were concluded by
the basic education teachers’incentive mechanism for privately-owned school.
This paper concludes some corresponding improvement programs and suggestions on the
teachers’ incentive mechanism of Weiming School, Chengdu, Affiliated High School of Peking
University(AHSPU),in which the main significance is to reduce abnormal resignation andMBA 学位论文 作者：苟青松 北大附中成都为明学校教师激励机制改进方案研究
VI
separation of teachers in this school, promoting the stable development of the teachers and
school in this school with the higher work enthusiasm for teachers and better effect for the school,
improving teachers’ human resource values. Finally we’ll bring to the stably sustainable
development and promotion. At the same time, it also provides some references and borrows to
related managers of working on the privately-owned and basic education industry.
Key words: Privately-owned and basic education; Teachers&39; incentive
mechanism; Improvement programs; Weiming School, Chengdu, Affiliated High
School of Peking University(AHSPU)MBA 学位论文 作者：苟青松 北大附中成都为明学校教师激励机制改进方案研究
VII
目录
中文摘要.....III
Abstract.......V
一、前言......1
（一）研究背景.....1
（二）研究问题.....5
（三）研究意义.....5
二、教师激励机制研究的理论基础及相关研究综述....9
（一）相关激励理论基础.9
（二）相关研究综述.......13
三、研究思路、方法和框架.......16
（一）研究思路...16
（二）研究方法...17
（三）研究框架...18
四、北大附中成都为明学校教师激励机制现状及问题..........21
（一）北大附中成都为明学校概况.......21
（二）为明学校教师人力资源现状.......23
（三）为明学校教师激励机制现状.......34
（四）为明学校教师激励机制的调查现状和问题.......36
五、北大附中成都为明学校教师激励机制现状和问题的原因分析..47
（一）激励结构不合理不协调...47
（二） 薪酬激励公平性欠缺方向性不明确.....48
（三）岗位晋升机制不系统.......49
（四）专业培训容量不足且实效性低...50
（五）福利激励体系不智慧不完善.......50
（六）整体激励机制不健全不科学.......51
六、北大附中成都为明学校教师激励机制的改进方案..........53
（一）改进的思路...........53
（二）改进的策略........
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