基于心理契约的湖南高职“双师型”教师工作绩效评价思考  

Reflection on the Performance Appraisal of"Double Qualified"Teachers in Hunan Higher Vocational Education Based on Psychological Contract

作　　者：左芊[1] Zuo Qian(Hunan Network Engineering Vocational College,Hunan Open University,Changsha 410008,China)

机构地区：[1]湖南开放大学湖南网络工程职业学院,湖南长沙410008

出　　处：《成才之路》2021年第32期21-23,共3页Way of Success

基　　金：2020年湖南省教育科学规划课题“心理契约视角下湖南省高职院校‘双师型’教师绩效评价体系研究”的研究成果,课题编号:XJK20CZY037。

摘　　要：高校与教师之间存在某种意义上的心理契约,如果学校与教师之间出现心理契约失衡情况,就会严重制约“双师型”教师队伍的构建。高职院校应了解教师在接受培训、职业生涯发展、实现自我价值、职务职称晋升、薪酬待遇等方面的心理期望,并把握好学校与教师心理契约的关系和尺度,做好“双师型”教师工作绩效评价,以鼓励更多教师争做“双师型”教师,提高学校整体教学水平。There is a psychological contract between colleges and universities and teachers in a sense,if there is an imbalance of psychological contract between schools and teachers,it will seriously restrict the construction of"double qualified"teachers.Higher vocational colleges should understand the psychological expectations of teachers in receiving training,career development,realizing self-worth,job title promotion,salary and treatment,grasp the relationship and scale of psychological contract between schools and teachers,and do a good job in the performance evaluation of"double qualified"teachers,so as to encourage more teachers to strive to be"double qualified"teachers and improve the overall teaching level of schools.

关 键 词：心理契约 “双师型”教师 心理期望 工作绩效 评价 

分 类 号：G647[文化科学—高等教育学] G451.1[文化科学—教育学]