增强职业吸引力:教师生涯管理改革的国际经验与启示  

Enhancing Career Attraction:International Experiences and Enlightenments on the Reform of Teacher Career management

作　　者：王晓莉[1] 张真珍 WANG Xiaoli;ZHANG Zhenzhen(School of Education,South China Normal University,Guangzhou 510006,China)

机构地区：[1]华南师范大学教育科学学院,广东广州510006

出　　处：《现代教育论丛》2024年第5期72-81,共10页Modern Education Review

基　　金：2023年度全国教育科学规划一般项目“基于实践情境的教师专业道德能力测评方法开发与应用研究”(BEA230080);2022年度广东省哲学社会科学规划一般项目“学习科学视角下中小学教师专业伦理观念发展与提升研究”(GD22CJY15)。

摘　　要：教师生涯管理关系到教师职业的吸引力、教师队伍的稳定以及教师专业发展的可持续性,最终关乎着教育的高质量发展。已有研究表明,教师生涯管理共有“单一薪资”“绩效奖金”“基于评价的工资提升”和“生涯阶梯”四种管理模式,并由单一型向复合型过渡。通过深入比较各国教师生涯管理模式的结构、优缺点及其实施路径,提炼教师生涯管理在结构融贯性、评价适切性、实施协调性等方面的经验,旨在为中国教师队伍建设综合改革的深化提供借鉴,确保教师职业吸引力,激发教师专业发展内在动机,提升教育质量。Teacher career governance is intricately linked to the attractiveness of the teaching profession,the stability of teaching teams,and the sustainability for teachers’professional development,all of which are fundamental to ensuring high-quality and sustainable development of education.Many countries are in the process of implementing reforms in teacher career governance.According to the researches,there are four management models:“single salary”,“bonus pay”,“salary progression based on evaluation”and“career ladder”,transitioning from singular model to more composite approaches ones.Through a comprehensive comparison of various governance models worldwide and their merits and drawbacks as well as their implementation pathways,valuable insights emerge in the experience of teacher career governance regarding the structural coherence,evaluation appropriateness,and implementation coordination.These insights serve as guiding principles for the comprehensive management reforms of teachers in our nation,ensuring that teaching remains an appealing profession,fostering intrinsic motivation for professional development,and ultimately enhancing educational quality.

关 键 词：教师 生涯管理 职业吸引力 比较研究 

分 类 号：G515.1[文化科学—教育学]