II
摘 要
随着我国经济的迅猛发展，各行各业对于专业实用性人才的需求也在不断增长。相
应的，用于培育实用人才的高等教育机构受到国家与社会的普遍重视。民办高校作为我
国高校系统的组成部分，并逐渐变成我国高等教育事业发展中的一股重要力量。而不得
不承认的是，我国民办高校的发展并非一帆风顺，也遇到了诸多的难题，尤其在作为其
核心竞争力的师资力量方面，师资向外流失以及内部无序流动的情况比较严重
因此，本文聚焦于民办高校师资流动管理问题，首先对相关概念和基础性理论进行
阐述。在此基础上，引入XS学院作为具体的研究对象，然后对该学院基本背景信息、
师资队伍现况进行介绍，进一步通过问卷调查的方式，对问卷数据进行处理与分析，获
取影响师资流动的关键因子，从而有针对性地提出XS学院师资流动管理的优化策略，
最终为该学院乃至其同类民办高校的师资力量稳定、可持续发展提供参考
本文基于问卷调查并结合IPA分析，得出对于XS学院师资流动的影响因子中，“机
会诱惑”、“工作参与度”、“分配公平性”、“薪酬”、“晋升机会”“社会支持”
与“工作满意度”要素是影响师资流动的主要因素且目前待解决的紧迫性较高。针对以
上问题，相应地提出XS学院师资流动管理的优化策略：（1）全面优化学院对新引进人
才的薪酬管理模式；（2）全面改善学院社会形象和提升社会地位；（3）优化调整学院
师资绩效考核制度；（4）健全完善学院师资激励机制；（5）大幅增加学院师资培训进
修机会；（6）加强学院对师资队伍的人文关怀
在对XS学院师资流动管理提出优化对策的基础上，本文进一步提出相应的保障措
施：（1）充分发挥政府法律法规与政策制度支持作用；（2）多元拓展与稳定维护办学
经费来源渠道；（3）加强运用互联网技术与新兴传播媒介
关键词：民办高校，师资流动，人力资源管理，Price & Mueller模型
III
ABSTRACT
With the rapid development of our social economy, the demand of practical talents in our country
keeps growing, which made our government gradually relax its limitations on social forces' participation in
higher education. Private colleges have cultivated a great wave of talents for China's social and economic
construction, and have become an important force in establishing the higher education enterprise in our
country. However, the development of private colleges also faces a series of challenges, especially in the
aspect of teacher flow management.
This paper focused on the management issue of teacher flow in private colleges. Firstly, this paper
illustrated the relevant concept, basic theories and model frame of this research. Then, with the background
information and status analysis of research object XS college, this paper obtained the key impact factor of
teacher flow in XS college via the method of questionnaire and data analysis. In the end, this paper put
forward several feasible suggestions pointedly, which aimed at contributing to the stable and sustainable
development of private colleges.
This paper argued that, in the teacher flow of XS college, the elements including job opportunities, job
involvement, distribution fairness, salary level, promotion chance, job satisfaction are more important and
urgent. Therefore, this paperput forward a series of feasible suggestions pointedly, including: 1) to
reasonably improve the salary and welfare benefits for teachers; 2) to comprehensively improve its social
image; 3) to improve the fairness mechanism for teachers' performance assessment; 4) to establish and
perfect teacher incentive management mechanism; 5) to strengthen the management mechanism for
teachers' training and further education; 6) to strengthen humanistic care for teachers.
IV
On the basis, this paper further put forward corresponding safeguard measure: 1) to suggest
government play its role to establish laws, regulations and policy systems; 2) to realize diversified
development and stable maintenance of school funding source channels; 3) to strengthen the use of the
Internet plus emerging media.
KEY WORDS: Private college,Teacher flow,Human resource management,Price & Mueller Matrix.
V
目录
摘 要 ........... I
ABSTRACT ......... III
第1章绪论 .... 1
1.1 研究背景 ...... 1
1.2 研究意义 ...... 1
1.2.1 理论意义 ........... 2
1.2.2 实践意义 ........... 2
1.3 国内外研究现状述评 .......... 3
1.3.1 国外研究述评 ... 3
1.3.2 国内研究述评 ... 4
1.3.3 国内外研究现状的启示 ........... 5
1.4 研究方法 ...... 5
1.4.1 文献分析法 ....... 5
1.4.2 问卷调查法 ....... 5
1.4.3 实地访谈法 ....... 6
1.5 研究内容与行文思路 .......... 6
1.6 创新之处 ...... 7
第2章理论基础与模型框架 .... 9
2.1 民办高校的概念及特点 ...... 9
2.2 民办高校师资流动的相关理论 .... 10
2.2.1 民办高校师资流动动机分析 . 10
2.2.2 民办高校师资流动规律与效应分析 . 11
2.3 实证研究的模型基础 ........ 12
2.3.1 Price & Mueller模型发展历程简介 ... 12
2.3.2 Price & Mueller模型要素构成 ........... 12。