刍议忠诚度管理视角下的中青年骨干教师流失问题——以云南省民办高校为例  

Discussion on Young Backbone Teachers Drain under the Loyalty Management Perspective:A Case Study of the Private Universities in Yunnan

作　　者：张梅荷[1] 杨树元[1] 

机构地区：[1]云南师范大学商学院,昆明650106

出　　处：《价值工程》2015年第11期238-240,共3页Value Engineering

基　　金：云南省教育厅课题(2012Y478)成果

摘　　要：骨干教师作为高层次人才,在高校表现为高学历、高职称、高水平。其教育教学水平及科研能力均高于普通大众,是高校不可多得的宝贵资源,对提高学校的软实力贡献较大。然而骨干教师追求高,期望高,就业能力强,其流失率也高。骨干教师的流失问题一直是困绕民办高校发展的大问题。本文通过云南省几所民办高校的实证研究通过PDCA循环模型培养教师的忠诚度。The backbone teachers as the high-level personnel, they show the performance of advanced degree, high-titles and high level in universities. Their teaching and research capabilities are higher than the level of the general public and are the valuable resources for universities, and they have larger contribution to the soft power improvement of the school. However, due to strong employment capacity, the backbone teachers pursue high expectations, so the turnover rate is high. Loss of backbone teachers has been plagued the development of private colleges. Through empirical study of several private colleges in Yunnan, this paper tries to culture loyalty of teachers through PDCA cycle model.

关 键 词：忠诚管理 骨干教师 人员流失 

分 类 号：G645[文化科学—高等教育学]