高校作为国家科技发展的重要基地、培育和塑造人才的摇篮，其发展对国家的富强 和科技的进步起着重要的作用。高校教师作为学校的主体，承担着传授知识、人才培养 以及推进学校长远发展的重任。高校教师作为高知识型人才，其所在的教育行业竞争激 烈，教学任务繁重、科学研究压力大。高校教职员工的工作满意度直接影响着高校的教 育质量、办学水平，是提高竞争力的关键。目前，我国高校的教师队伍中，女性教职员 工的占比越来越大。由于性别和文化的原因，高校女性职工不仅要在工作岗位上完成其 本职工作，而且要兼顾家庭的重担，使其在家庭和工作中扮演着双重的角色。因此，高 校女性教职员工的工作满意度成为各大高校着重要考虑的问题，女性教职员工的工作满 意度直接关系着高校的发展与未来。 本研究通过文献调研、访谈法和问卷法，调查高校女性教职员工的工作满意度现状， 从个人角度和组织角度分析影响其满意度的根本原因，并为高校提高校女性教职员工的 工作满意度提供对策和理论指导。本研究在工作满意度的分析上区别于以往的研究，将 研究重点聚焦在“高校”和“女性”两个方面，着重探讨影响高校女性教职员工的工作 满意度的因素。经研究发现，目前高校女性教职员工的工作满意度呈现一般状态。本研 究通过访谈和问卷调查，结果发现，影响高校女性职工工作满意度的原因包括科研压力、 工作-家庭冲突、薪酬满意度、情绪劳动、人际关系、环境满意度、组织管理等方面。 其中科研压力、工作-家庭冲突、情绪劳动对满意度有负向影响；薪酬满意度、人际关 系、环境满意度、组织管理对工作满意度有正向影响。本研究针对这些原因提出了具体 的对策，包括工作岗位设计、薪酬管理、加强情绪劳动管理、加强工作-家庭平衡管理 等策略。期望对高校的人力资源管理有一定的借鉴意义。 关键词：女性教职员工，工作满意度，科研压力，工作-家庭冲突，薪酬满意度，情绪 劳动 II ABSTRACT As an important base for the development of science and technology, universities are the cradles of cultivating talents whose development plays an important role in the prosperity of the country and the progress of science and technology. As a principal part of the school, university teachers are responsible for imparting knowledge, training talents and promoting the long-term development of the school. As high-level knowledge-based talents, university teachers are facing fierce competition in the education industry, heavy teaching tasks and great pressure on scientific research. The job satisfaction of university faculty directly affects the quality of education and school running level, and it is a key to improve competitiveness. At present, the proportion of female faculty is increasing in Chinese universities. Because of gender and cultural reasons, female faculty in Colleges and universities should not only complete their own work in their jobs, but also take into account the burden of the family, so that they play a dual role in the family and work. Therefore, the job satisfaction of female faculty, directly related to the development and future of universities, has become an important consideration in universities. Through literature research, interviews and questionnaires, this study investigates the status quo of job satisfaction of female faculty in universities, analyses the fundamental causes of affecting their job satisfaction, and provides countermeasures and theoretical guidance for improving the job satisfaction of female faculty in universities. This study is different from previous studies in the analysis of job satisfaction, focusing on the two aspects of university and women, and the factors affecting the job satisfaction of female faculty in universities. It is found that the job satisfaction of female faculty in universities is in a general state. The reasons affecting their job satisfaction include scientific research pressure, work-family conflict, salary satisfaction, emotional labor and so on. This study puts forward III specific countermeasures for those reasons, which can be used for reference in universities’ human resources management. KEYWORDS :female faculty, job satisfaction, scientific research pressure, work-family conflict, salary satisfaction, emotional labor IV 目 录 1 绪 论 ................................................................... 1 1.1研究背景 .......................................................... 1 1.2研究意义 .......................................................... 2 1.2.1理论价值 .................................................... 2 1.2.2应用价值 .................................................... 2 1.3国内外研究现状 .................................................... 3 1.3.1国外相关研究 ................................................ 3 1.3.2国内相关研究 ................................................ 4 1.4研究方法 .......................................................... 6 1.4.1文献调研法 .................................................. 6 1.4.2访谈法 ...................................................... 6 1.4.3问卷调查法 .................................................. 6 1.5研究内容与技术路线 ................................................ 6 1.5.1研究内容 .................................................... 6 1.5.2技术路线 .................................................... 7 1.6研究创新 .......................................................... 8 2文献综述 ................................................................ 9 2.1相关概念的界定 .................................................... 9 2.1.1高校女性教职员工 ............................................ 9 （1）高校女性教职员工的定义 ....................................... 9 （2）高校女性教职员工的特征 ....................................... 9 2.1.2工作满意度 ................................................. 11 （1）工作满意度的概念 ............................................ 11 （2）工作满意度的测量方法 ........................................ 11 2.2理论基础 ......................................................... 12 V 2.2.1需要层次理论 ............................................... 12 2.2.2期望理论 ................................................... 13 2.2.3自我效能感理论 ............................................. 14 3高校女性教职员工工作满意度及影响因素分析 ............................... 15 3.1高校女性教职员工满意度影响因素访谈调查 ........................... 15 3.1.1设计访谈提纲 ............................................... 15 3.1.2访谈实施与结果 ............................................. 15 3.2高校女性教职员工满意度问卷调查 ................................... 17 3.2.1调查问卷设计与搜集 ......................................... 17 3.2.2调查样本的描述性统计 ....................................... 17 3.3影响高校女性教职员工工作满意度因素分析 ........................... 18 3.3.1 影响高校女性教职员工工作满意度因素确定 ..................... 19 3.3.2高校女性教职员工工作满意度现状分析 ......................... 25 3.3.3影响高校女性教职员工工作满意度各因素均值分析 ............... 27 3.3.4高校女性教职员工工作满意度回归分析 ......................... 30 4 高校女性教职员工工作满意度提升策略 ..................................... 33 4.1工作岗位设计 ..................................................... 33 4.1.1设定不同的岗位 ............................................. 33 4.2薪酬管理 ......................................................... 34 4.2.1提高绩效工资的比重 ......................................... 34 4.2.2提高福利水平 ............................................... 35 4.3加强情绪劳动管理 ................................................. 36 4.3.1加强学校领导对情绪劳动的意识 ............................... 36 4.3.2建立教师情绪劳动的管理方案 ................................. 36 4.4加强工作-家庭平衡管理 ............................................ 36 4.4.1制定工作-家庭平衡支持政策 .................................. 36 4.4.2对工作进行弹性管理 ......................................... 37 4.4.3定期举行工会活动 ........................................... 37 4.5加强人际关系构建 ................................................. 37 VI 4.5.1 加强师生间沟通 ............................................. 37 4.5.2 加强同事间沟通 ............................................. 38 4.6 管理高校环境 ..................................................... 38 4.6.1 硬件环境建设 .............................