民办高等教育作为公办高等教育的有力补充，为促进我国高等教育的多样化、 大众化转型和培养具有中国特色的经济建设型人才发挥着积极的作用。优良稳定的 师资队伍是民办高校的生存根本之一，直接影响学校的办学质量和可持续性发展。 当前我国大多数民办高校教职工离职率都比较高，教职工离职频繁、队伍不稳定、 工作积极性不高严重影响民办高校高质量人才的培养。因此，如何吸引、用好和留 住这些人才，提高他们的满意度，充分发挥其自身能力，成为目前各民办高校亟需 解决和面临的问题。 本文以河北美术学院为例，在综合相关文献的基础上，将河北美术学院员工满 意度划分为工作条件和环境、工作内容、工作群体、工作前景、管理与考核、回报 与福利6个维度，并设计出41个问卷题项，通过学校工作群发放并回收试卷，得到 原始数据，然后运用SPSS软件对原始数据进行信效度分析、相关性分析、描述性统 计分析、频数分析、均值分析，最后进行了T检验和交叉分析，分析河北美术学院 员工满意度现状，发现河北美术学院在员工满意度尤其是回报与福利维度上存在着 较为严重的问题。 根据河北美术学院存在的具体问题，本文提出了相应的提升策略，最后对未来 的进一步研究做出了展望，并指出了本文的创新之处。 关键词 河北美术学院；员工满意度；影响因素；提升策略 II Abstract Private higher education, as a powerful supplement to public higher education, plays an active role in promoting the diversification, popularization and transformation of higher education in China and in training economic construction talents with Chinese characteristics. The excellent and stable teaching staff is one of the basic survivals of private colleges and universities, which directly affects the quality and sustainable development of schools. At present, the staff turnover rate of most private colleges and universities in China is relatively high. Frequent staff turnover, unstable team and low work enthusiasm seriously affect the training of high-quality talents in private colleges and universities. Therefore, how to attract, use and retain these talents, improve their satisfaction, and give full play to their own abilities has become an urgent problem for private colleges and universities. Taking Hebei Academy of Fine Arts as an example, this paper divides the employee satisfaction of Hebei Academy of Fine Arts into six dimensions: working conditions and environment, working content, working groups, working prospects, management and assessment, return and welfare, and designs 41 questionnaires, which are distributed and retrieved by the school working group to obtain the original data, and then uses SPSS software. This paper makes reliability and validity analysis, correlation analysis, descriptive statistical analysis, frequency analysis and mean analysis of the original data. Finally, T-test and cross-analysis are carried out to analyze the current situation of employee satisfaction in Hebei Academy of Fine Arts. It is found that there are serious problems in employee satisfaction, especially in the dimension of return and welfare in Hebei Academy of Fine Arts. According to the specific problems existing in Hebei Academy of Fine Arts, this paper puts forward corresponding promotion strategies, and finally makes a prospect for further research in the future, and points out the innovation of this paper. Key words：Hebei Academy of Fine Arts; Employee Satisfaction; Influence Factor; Promotion Strategy III 目 录 摘要 ·································································································· I Abstract ································································································ II 第1章 绪 论 ······················································································ 1 1.1 研究背景与选题意义 ······································································ 1 1.1.1 研究背景 ··············································································· 1 1.1.2 选题意义 ··············································································· 1 1.2 研究方法与技术路线 ······································································ 2 1.2.1 研究方法 ··············································································· 2 1.2.2 技术路线 ··············································································· 2 1.3 研究内容 ····················································································· 3 1.4 本章小结 ····················································································· 3 第2章 员工满意度相关理论综述 ······························································· 5 2.1 员工满意度的概念 ········································································· 5 2.2 员工满意度相关理论 ······································································ 5 2.3 员工满意度影响因素 ······································································ 7 2.4 本章小结 ····················································································· 9 第3章 河北美术学院人力资源状况 ·························································· 11 3.1 河北美术学院简介 ········································································ 11 3.2 河北美术学院人力资源现状 ···························································· 12 3.2.1 职称结构分析 ········································································ 13 3.2.2 学位结构分析 ········································································ 13 3.2.3 年龄结构分析 ········································································ 14 3.3 本章小结 ···················································································· 14 第4章 模型构建与研究假设 ··································································· 17 4.1 问卷设计与构建 ··········································································· 17 4.2 模型假设与建立 ··········································································· 20 4.3 本章小结 ···················································································· 21 第5章 数据处理与分析 ················