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.
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
关键词
忠诚管理
骨干教师
人员流失
loyalty management
backbone teachers
staff loss
