伴随着市场经济的快速推进，社会对人才的需求也逐年增加，国家提出高校扩招， 以便更好地为社会提供高层次人才。民办高等教育作为公办教育的有效补充得到了快速 发展。越来越多的有识之士和硕士、博士毕业生进入民办高校从事教师工作，为民办高 校的发展带来了新思路，注入了新血液，助力了新发展。随着民办高校教师的数量增多， 发挥的作用日益增强，他们已经成为其教学、教育的中坚力量。因而，如何提高民办高 校教师的忠诚度，从而保持民办高校教师的稳定性，充分发挥民办高校教师的教育价值， 成为当前民办高校共同面对的一个课题。民办高校教师的忠诚度是其对学校、自我、工 作等方面的忠诚程度，也是教师在认知、情感、期望、能力等方面的积极体现，不仅影 响教师自身的成长发展，更关系到整个民办高校的稳定性和可持续高质量发展。 本文以郑州市A民办高校教师为研究对象，基于近5年该校教师队伍离职率居高不 下这一现象，设计并开展问卷调查研究，通过对335份有效调查问卷的数据统计分析， 结果表明：在性别、年龄、婚姻、教龄、职称、薪酬等不同时，A民办高校教师忠诚度 在行为忠诚、情感忠诚、持续忠诚三个维度存在差异化，但相应数据均表明，A民办高 校教师忠诚度总体处于一般水平，影响到了A民办高校教师的工作情绪、工作效率及整 体稳定性，存在优质教师流失的风险，也将影响A民办高校整体综合竞争力。鉴于此， 对A民办高校教师的忠诚度影响因素进行了探究，从薪酬福利待遇、自身发展空间、工 作团队环境、学校领导管理和学校文化的认可等五个维度进行了分析，发现以上因素都 对教师忠诚度有一定的影响。随后运用层次分析法(AHP)更清晰地得出忠诚度影响因素 权重排序：薪酬福利待遇、学校文化的认可、工作团队环境、学校领导管理、自身发展 空间，根据排序结果提出提升A民办高校教师忠诚度的建议，以期为A民办高校教师 队伍的管理、综合实力的提升尽自己的绵薄之力，同时也为其他兄弟民办高校教师忠诚 度的提升提供一些参考。 关键词：民办高校，高校教师，忠诚度 II Abstract Withtherapidadvancementofthemarketeconomy,thesociety'sdemandfortalentshas alsoincreasedyearbyyear.Thestatehasproposedtoexpandcollegeenrollmenttobetter providehigh-leveltalentstothesociety.Privatehighereducationhasdevelopedrapidlyasan effectivesupplementtopubliceducation.Moreandmorepeopleofinsight,master'sdegree anddoctorategraduateshaveenteredtheprivatecollegesanduniversitiestoworkasteachers, whichhasbroughtnewideastothedevelopmentofprivatecolleges,injectednewbloodand contributedtothenewdevelopment.Withtheincreaseinthenumberofprivatecollege teachersandtheincreasingroletheyplay,theyhavebecomethebackboneoftheirteaching andeducation.Therefore,howtoimprovetheloyaltyofteachersinprivateuniversities, therebymaintainingthestabilityofteachersinprivateuniversities,andgivingfullplaytothe educationalvalueofteachersinprivateuniversitieshavebecomeacommonissuefacing privateuniversities.Theloyaltyofteachersinprivateuniversitiesistheirloyaltytoschools, self,work,etc.,andisalsoapositivereflectionofteachersintermsofcognition,emotions, expectations,abilities,etc.,whichnotonlyaffectsthegrowthanddevelopmentofteachers themselves,butalsorelatestotheentireprivateThestabilityofuniversitiesandsustainable high-qualitydevelopment. ThispapertakestheteachersofAprivatecollegesinZhengzhouCityastheresearch object,basedonthephenomenonthattheturnoverrateoftheschool’steachingstaffhas remainedhighinthepastfiveyears,thispaperdesignsandcarriesoutaquestionnairesurvey. Throughstatisticalanalysisof335validquestionnaires,theresultsshowthat:Whenthe gender,age,marriage,teachingage,jobtitle,salary,etc.aredifferent,theloyaltyofAprivate collegeteachersdiffersinthethreedimensionsofbehavioralloyalty,emotionalloyalty,and continuousloyalty,butthecorrespondingdataallindicatethattheloyaltyofAprivatecollege teachersTheoveralldegreeisatagenerallevel,whichaffectstheworkmood,work efficiencyandoverallstabilityoftheteachersofAprivateuniversities.Thereisariskof high-qualityteacherloss,whichwillalsoaffecttheoverallcomprehensivecompetitivenessof Aprivateuniversities.Inviewofthis,theinfluencingfactorsoftheloyaltyofteachersinA privatecollegesanduniversitieswereexplored,fromthefivedimensionsofsalaryand III benefits,theirowndevelopmentspace,workteamenvironment,schoolleadership managementandschoolculturerecognition,andfoundthattheabovefactorsareallIthasa certainimpactonteacherloyalty.ThenuseAHPtogetaclearerrankingoftheinfluencing factorsofloyalty:salaryandbenefits,schoolculturerecognition,workteamenvironment, schoolleadershipmanagement,andtheirowndevelopmentspace.Accordingtotheranking results,itisproposedtoimprovetheloyaltyofprivatecollegeteachersTheproposalaimsto doitsownbesttoimprovethemanagementandcomprehensivestrengthoftheteachingstaff ofAprivatecollegesanduniversities,andatthesametimeprovidesomereferenceforthe improvementoftheloyaltyofotherbrotherprivatecollegeteachers. Keywords:Privateuniversities,Collegeteachers,Loyalty IV 目录 第一章绪论...............................................................................................................................1 1.1研究背景.......................................................................................................................1 1.2研究意义.......................................................................................................................2 1.2.1理论意义.............................................................................................................2 1.2.2实践意义.............................................................................................................2 1.3研究内容.......................................................................................................................2 1.4研究思路及方法...........................................................................................................3 1.4.1研究思路.............................................................................................................3 1.4.2研究方法.............................................................................................................3 1.5可能的创新之处...........................................................................................................................4 第二章相关概念及理论综述...................................................................................................5 2.1民办高校相关概念.......................................................................................................5 2.1.1民办高校的界定.................................................................................................5 2.1.2民办高校的办学特色.........................................................................................5 2.1.3民办高校的教师队伍界定.................................................................................6 2.2忠诚度相关概述...........................................................................................................6 2.2.1忠诚.....................................................................................................................6 2.2.2员工忠诚度.........................................................................................................7 2.2.3高校教师忠诚度.................................................................................................8 2.2.4国内外高校教师忠诚影响因素研究.................................................................8 2.3相关理论基础...........................................................................................................10 2.3.1ERG理论...........................................................................................................10 2.3.2双因素理论.......................................................................................................11 2.3.3组织承诺理论...................................................................................................12 第三章A民办高校教师忠诚度现状分析.............................................................................13 3.1A民办高校简介.......................................................................................................13 3.2A民办高校近五年教师离职情况...........................................................................14 3.3问卷设计与调研.........................................................................