自全国教育大会和习近平总书记在学校思政课教师座谈会上讲话以来，我国对于大学生思想政 治教育的重视程度进一步得到增强，辅导员队伍建设问题逐渐成为一个重要的研究方向。随着我国 经济的不断发展，高校的不断扩招，我国高等教育的毛入学率已经达到 48.1%，高等教育的普及化 阶段即将到来。在入学人数持续增长的背景下，公办高校的数量明显已满足不了市场的需求，各类 独立学院应运而生。而我国独立学院目前普遍的现状是，由于录取分数较低，导致多数学生在学习 基础、学习自律性等方面稍逊于公办高校。解决上述问题的一个有效途径就是提升思想政治教育水 平，塑造大学生正确的人生观、价值观，从而形成优良的学习风气和道德情操，而要实现这一目标， 就需要加大辅导员队伍的职业能力建设。独立学院的辅导员与公办高校一样，具有教师和干部的双 重身份，但由于生源水平的差异和诸多因素的制约，使得他们承担了更多教育压力和责任，却在职 业发展路径、薪酬待遇等方面没有获得相应的匹配。因此，独立学院辅导员队伍职业能力水平偏低、 职业发展方向不清、人员流动性高等问题普遍存在，从而影响了高校的学生培养工作，进而制约了 独立学院的持续和稳定发展。随着社会的发展，经济化导向在辅导员职业能力建设方面的影响力越 来越明显，因此辅导员队伍的激励机制应该与时代变迁相适应。基于上述背景，本文将辅导员个人 发展与学校目标相结合，利用激励机制改进从而提升其职业能力水平，具有较强的理论与实践意义。 本文相较于前人的研究，其侧重点为：以 H 学院作为案例，以改进激励机制作为切入点，通过 对该校辅导员日常工作的观察、原始资料的收集，进而编制《H 学院辅导员职业能力与激励机制现 状调查问卷》。利用网络调研和面对面访谈的形式，对 H 学院辅导员的职业能力水平、激励机制现 状等问题进行研究，分析目前 H 学院辅导员队伍建设方面存在的问题，进而提出该校辅导员激励机 制改进方案。 本位的主要研究成果为：首先通过文献研究对独立学院的企业属性进行了论证，从而明确了激 励机可以制作用于辅导员职业能力提高的理论前提。其次是将激励机制划分为物质、精神和职业发 展三个不同方向，并分别论证了其对于职业能力的影响方式，确定了激励机制改进的主要方向，使 得方案的编制更有针对性与侧重点。再次是通过问卷调研的方式对 H 学院辅导员现有职业能力水平 进行了评估，得出辅导员普遍重视职业能力建设但实际水平偏低的这一现状。最后基于激励机制与 职业能力的相互关系，结合 H 学院现状，提出三大类，十三小项的具体改进措施，为 H 学院辅导员 队伍建设提供了一套可行的解决方案，对其他独立学院解决类似问题提供了一定的参考依据。 关键词：独立学院，辅导员，职业能力，激励机制II Abstract Since the National Education Conference and General Secretary Xi Jinping spoke at the school symposium on teachers of ideological and political classes, China's emphasis on college students' ideological and political education has been further strengthened, and the issue of counselor team building has gradually become an important research direction. With the continuous development of China's economy and the continuous expansion of colleges and universities, the gross enrollment rate of China's higher education has reached 48.1%, and the stage of popularization of higher education is coming. In the context of the continuous increase in enrollment, the number of public colleges and universities has obviously not been able to meet the needs of the market, and various independent colleges have emerged. The current status of independent colleges in China is that due to the low admission score, most students are slightly inferior to public universities in terms of learning foundation and self-discipline. An effective way to solve the above problems is to improve the level of ideological and political education, shape the correct outlook on life and values of college students, thereby forming a good learning atmosphere and moral sentiment, and to achieve this goal, you need to increase the professional ability of the counselor team Construction. Counselors of independent colleges have the dual identities of teachers and cadres just like public universities, but due to the differences in student levels and constraints of many factors, they have taken on more educational pressures and responsibilities, but they have paid more attention to career development paths and salary treatment. There was no corresponding match. Therefore, the problems of low professional ability level, unclear career development direction, and high personnel mobility of independent college counselor teams are widespread, which affects the cultivation of students in colleges and universities, and thus restricts the continuous and stable development of independent colleges. With the development of society, the influence of economic orientation in the construction of counselors' professional ability is becoming more and more obvious. Therefore, the incentive mechanism of the counselors team should adapt to the changes of the times. Based on the above background, this article combines the personal development of the instructor with the school goals, and uses the incentive mechanism to improve to improve its professional ability. It has strong theoretical and practical significance. Compared with the previous research, this paper focuses on: taking H College as a case and improving the incentive mechanism as an entry point. By observing the daily work of the school’ s counselors andIII collecting the original materials, the "H College Counseling" is compiled. Questionnaire on the Status Quo of Professional Ability and Incentive Mechanism of Staff. Using online surveys and face-to-face interviews to study the problems of H college counselors' professional ability level and incentive mechanism status, analyze the current problems of H college counselor team construction, and then propose the school's counselor incentive mechanism improvement plan. The main research results of this standard are: First, through literature research, the enterprise attributes of independent colleges are demonstrated, so as to clarify the theoretical premise that incentive machines can be used to improve the professional ability of instructors. The second is to divide the incentive mechanism into three different directions of material, spiritual and professional development, and separately demonstrate its impact on professional ability, determine the main direction of incentive mechanism improvement, and make the preparation of the plan more targeted and focused . Once again, the existing professional ability level of H college counselors was evaluated through questionnaire survey, and it was concluded that the current status of counselors generally attaches importance to professional capacity building but the actual level is low. Finally, based on the mutual relationship between the incentive mechanism and professional ability, combined with the current status of H College, three specific categories and 13 small items of specific improvement measures were proposed to provide a set of feasible solutions for the construction of H Academy’s counselor team. It provides a certain reference basis for solving similar problems. Key words: Independent College,Counselor,Vocational ability,Incentive mechanismIV 目 录 第一章 绪论.......................1 1.1 研究背景与意义.............................. 1 1.1.1 研究背景..1 1.1.2 研究意义..3 1.2 研究现状.............4 1.2.1 国内研究现状........................4 1.2.2 国外研究现状........................5 1.3 研究内容与研究方法.....................6 1.3.1 研究内容..6 1.3.2 研究方法..7 1.3.3 创新之处..8 1.4 研究思路与框架.............................. 8 1.4.1 研究思路..8 1.4.2 论文框架..9 第二章 H 学院辅导员职业能力现状与问题分析.............10 2.1 基本概况...........10 2.1.1 男女比例、年龄结构与任职年限................10 2.1.2 学历与学科背景.................12 2.2 辅导员职业能力评价...................14 2.2.1 职业能力重要性评价........14 2.2.2 职业能力标准自评............15 2.2.3 职业能力评价信度分析...16 2.3 职业生涯彩虹图分析...................17 第三章 激励机制对辅导员职业能力提升的作用方式研究..........................20 3.1 基础理论...........20 3.1.1 激励机制的构成分析........20 3.1.2 物质激励的内涵及特征...21 3.1.3 精神激励的内涵及特征...21 3.1.4 职业发展激励的内涵及特征.........................22 3.2 激励机制提升职业能力的总体思路.