与公立院校相比，民办教师队伍流动性频繁，工作积极性不高，工作满意度较低是一直困扰民 办高校也同时是民办高校急需解决的问题。师资队伍建设是提高民办高校培养质量的关键所在，如 何建立一支结构合理、工作效率高，相对稳定的教师队伍是每个民办高校改革和发展的根本任务所 在。 本文编制《四川工商学院教师工作满意度调查》，最终确定四川工作商学院的 213 个专职教师为 研究样本，采用分项方式从领导与管理、教育体制和社会环境、社会地位、工作任务、收入与福利、 同事关系、工作环境和学校条件、自我实现、学生与家长等九个维度上，针对四川工商学院教师工 作环境满意度进行测评，根据李克特五级量表法（Likert Scale）计分方法，得出四川工商学院教师 工作满意度调研结果统计值，研究得出：第一，四川工商学院被调查教师的工作满意度总得分为 3.37±0.68，这也就意味着四川工商学院被调查教师的工作满意度整体处于“一般略好”的中等水平 上。第二，该校在学生与家长、同事关系、工作环境和学校条件等方面的表现相对较高，得分均高 于 4 分，被调查教师的认可度较高。第三，对 9 个满意度维度平均值进行统计，按照由低到高分别 为收入与福利（满意度平均值 2.34±0.83）、社会地位（2.72±0.67）、自我实现（2.97±0.58）、教育体 制和社会环境（3.01±0.70），是造成当前四川工商学院被调查教师工作满意度较低得分的四大关键因 素。第三，四川工商学院被调查教师工作满意度的原因主要在于学校层面薪酬福利体系不健全，社 会层面对民办高校和民办教师的存在认知偏差，个人层面受到个人价值观、家庭负担、职业规划等 方面的困扰。 基于存在的问题，需要从以下几个方面构建提升四川工商学院教师工作满意度的措施，一是优 化薪酬福利体系，形成科学多元的薪金结构，设计“宽带”薪酬模式，构建基于不同需求的差异化 薪酬模式；二是增强民办教师职业发展空间，实施终身教育管理机制，组织岗位培训并加强学术交 流，拓展晋升机会与渠道；三是优化和引导社会认同环境，政府有责任引导和消除社会对民办高校 的歧视和偏见，学校要增强与社会大众的沟通；四是，加强教师关怀以增强归属感，通过情感关怀 增强教师对学校的忠诚，加强民办教师的职业归属感和荣誉感激励。 关键字：四川工商学院；民办教师；满意度；调查II Abstract Compared with public institutions, private teachers have frequent mobility, low work enthusiasm, and low job satisfaction, which has always plagued private colleges and universities and is also an urgent problem for private colleges. The construction of the teaching staff is the key to improving the quality of the training of private colleges. How to establish a team with reasonable structure, high efficiency and relatively stable is the fundamental task of the reform and development of each private college. This paper compiles the Student Job Satisfaction Survey of Sichuan Business School, and finally determines 213 full-time teachers of Sichuan Work Business College as a research sample, using sub-item from leadership and management, education system and social environment, social status, work tasks, income. In terms of welfare, colleagues, work environment and school conditions, self-realization, students and parents, the evaluation of the satisfaction of teachers' working environment in Sichuan Business School is based on the Likert Scale. According to the method, the statistical value of the survey results of teachers' job satisfaction of Sichuan Institute of Business and Technology is obtained. The research results show that: First, the total score of job satisfaction of the surveyed teachers of Sichuan Institute of Business and Technology is 3.37±0.68, which means that Sichuan Institute of Business and Technology is The overall job satisfaction of the surveyed teachers is at a moderate level of “generally slightly better”. Second, the school's performance in terms of students and parents, colleagues, work environment and school conditions is relatively high, the scores are higher than 4 points, the recognition of the surveyed teachers is higher. Third, the average of the nine satisfaction dimensions is calculated, from low to high, respectively, income and welfare (average satisfaction level 2.34 ± 0.83), social status (2.72 ± 0.67), self-realization (2.97 ± 0.58), The education system and social environment (3.01±0.70) are the four key factors that cause the lower scores of job satisfaction of the surveyed teachers of Sichuan Institute of Business and Technology. Thirdly, the reason for the job satisfaction of the surveyed teachers of Sichuan Industrial and Commercial College is mainly because the salary and welfare system at the school level is not perfect. The social level faces the cognitive bias of the private colleges and private teachers. The individual level is subject to personal values, family burden, career planning, etc. Trouble with the aspect. Based on the existing problems, it is necessary to construct measures to improve the job satisfaction of teachers in Sichuan Business School from the following aspects: First, optimize the salary and welfare system, form a scientific and diverse salary structure, design a “broadband” salary model, and build differences based on different needs. The second is to enhance the career development space of private teachers, implement lifelong education management mechanisms, organize job training and strengthen academic exchanges, and expand opportunities and channels for promotion; third, optimize and guide the social identity environment, the government has the responsibility to guide and eliminate social pairs. Discrimination and prejudice in private colleges and universities, schools should strengthen communication with the public; Fourth, strengthen teacher care to enhance the sense of belonging, enhance teachers' loyalty to the school through emotional care, and strengthen the sense of professional belonging and honor ofIII private teachers. Key words: Sichuan Institute of Business and Technology, Private teachers, Satisfaction,InvestigationIV 目 录 摘要..............................................................................................................................................................I Abstract.......................................................................................................................................................... II 第 1 章 绪论...................................................................................................................................................1 1.1 研究背景...........................................................................................................................................1 1.1 研究目的和意义...............................................................................................................................2 1.1.1 研究目的................................................................................................................................2 1.1.2 研究意义................................................................................................................................2 1.2 文献综述...........................................................................................................................................2 1.2.1 国外研究现状........................................................................................................................2 1.2.2 国内研究现状........................................................................................................................3 1.2.3 文献述评................................................................................................................................5 1.3 研究思路、内容和方法...................................................................................................................5 1.3.1 研究思路................................................................................................................................5 1.3.2 研究内容................................................................................................................................6 1.3.3 研究方法................................................................................................................................7 第 2 章 四川工商学院教师工作满意度调查研究设计.............................................................................8 2.1 四川工商学院发展概况...................................................................................................................8 2.1.1 学校简介................................................................................................................................8 2.1.2 师资状况................................................................................................................................9 2.2 四川工商学院教师工作满意度测量表方案的设计.......................................................................9 2.2.1 问卷设计..............................................................................................................................10 2.2.2 调研方法..............................................................................................................................11 2.2.4 调研方案实施步骤..............................................................................................................11 2.3 四川工商学院教师工作满意度量表的检验分析.........................................................................12 2.3.1 信度检验..............................................................................................................................12 2.3.2 效度检验..............................................................................................................................13 2.4 数据处理与说明.............................................................................................................................14 第 3 章 四川工商学院教师工作满意度调研结果统计...........................................................................15 3.1 四川工商学院教师工作满意度调研样本描述统计分析.............................................................15 3.1.1 性别等基础信息统计..........................................................................................................15 3.1.2 学历、职称信息统计..........................................................................................................15 3.1.3 教学信息统计.....................................................................................................................16 3.1.4 收入信息统计.....................................................................................................................16 3.1.5 流动性信息统计..................................................................................................................16 3.2 四川工商学院教师工作满意度总体得分统计............................................................................17 3.2.1 得分计算及处理.................................................................................................................17 3.2.2 满意度总得分排序..............................................................................................................17 3.3 四川工商学院教师工作满意度各维度满意度统计....................................................................18 3.3.1 领导与管理满意度结果......................................................................................................18 3.2.2 教育体制和社会环境满意度结果......................................................................................19 3.2.3 社会地位满意度结果..........................................................................................................20 3.2.4 工作任务满意度结果..........................................................................................................21V 4.2.5 收入与福利满意度结果......................................................................................................22 4.2.6 工作环境和学校条件满意度结果......................................................................................23 4.2.7 自我实现满意度结果..........................................................................................................23 4.2.8 学生与家长满意度结果......................................................................................................24 4.2.9 同事关系满意度结果..........................................................................................................25 第 4 章 四川工商学院教师工作满意度调研结果的分析与讨论...........................................................26 4.1 民办教师工作满意度特征分析....................................................................................................26 4.1.1 满意度总体水平一般..........................................................................................................26 4.1.2 满意度各维度具有显著的年龄差异..................................................................................26 4.2 四川工商学院教师工作满意度的影响因素分析.........................................................................27 4.2.1 主要影响因素排序..............................................................................................................27 4.2.1 影响指标的汇总与细分......................................................................................................27 4.3 四川工商学院教师满意度较低的原因分析.................................................................................28 4.3.1 社会环境因素.....................................................................................................................28 4.3.2 学校因素.............................................................................................................................29 4.3.3 个人及家庭因素..................................................................................................................31 第 5 章 提升四川工商学院教师工作满意度的建议措施.......................................................................32 5.1 优化薪酬福利体系.........................................................................................................................32 5.1.1 形成科学多元的薪金结构..................................................................................................32 5.1.2 设计“宽带”薪酬模式......................................................................................................32 5.1.3 基于不同需求的差异化薪酬模式......................................................................................33 5.2 增强民办教师职业发展空间.........................................................................................................34 5.2.1 实施终身教育管理机制......................................................................................................34 5.2.2 组织岗位培训并加强学术交流..........................................................................................34 5.2.3 拓展晋升机会与渠道..........................................................................................................34 5.3 优化和引导社会认同环境.............................................................................................................34 5.3.1 政府有责任引导和消除社会对民办高校的歧视和偏见 ..................................................34 5.3.2 学校要增强与社会大众的沟通..........................................................................................35 5.4 加强教师关怀以增强归属感.........................................................................................................35 5.4.1 通过情感关怀增强教师对学校的忠诚..............................................................................35 5.4.2 加强民办教师的职业归属感和荣誉感激励......................................................................36 第 6 章 研究结论与展望...........................................................................................................................37 6.1 主要结论........................................................................................................................................37 6.2 研究展望........................................................................................................................................37