，随着我国经济的不断发展，高校的不断扩招，我国大学生的程度 和普遍率已经达到了 70%以上，各类教育学院的发展也在不断扩张，市 场需求不断的扩大，公立学院的数量明显已满足不了市场的需求，各类 独立学院开始成为社会发展的产物走入人们的眼界。经过近二十年的时 间，独立学院已发展成为我国高等教育事业的重要组成部分，为我国高 等教育事业的发展做出了积极的贡献。但是由于独立学院也是近二十年 的产物，因此历史发展的底蕴并不深厚，有关独立学院的研究也较少。 较一本和二本学生而言，独立学院学生在整体上呈现出学习基础差，自 律性差等突出特点，而辅导员在学生教育与管理中发挥着极其重要的作 用，这也向独立学院辅导员的业务能力和综合素质提出了更高的要求。 独立学院的辅导员虽为高校教师队伍和管理队伍的重要组成部分，但由 于诸多因素的制约，使得独立学院辅导员承担了更多教育压力和责任， 却在薪资待遇、晋升机制等多方面未得到相应的匹配。导致辅导员队伍 整体上自我认同感不强、工作动力不足、积极性不高、整体素质提升慢、 人才流失严重等问题，严重影响了高校的学生培养工作，进而制约了独 立学院的持续性和稳定性发展。随着独立学院的发展，社会经济带来的 就是经济化的导向结果，因此在对辅导员的人员配比和薪资、考核等管 理方面就必须有一套专门的跟得上时代变迁的制度。基于这些原因和社 会发展走向，研究对独立学院辅导员的激励机制改进，制定出符合独立 学院自身办学规律和发展目标的辅导员激励制度，意义重大且迫在眉睫。II 本文正是通过研究南岳学院这一案例，采用传统的文献研究、问卷调 查、人物访谈等方法，并编制出《南岳学院辅导员激励机制现状问卷调查》， 对目前南岳学院辅导员人员结构、薪酬制度、团队建设等激励机制情况进 行研究，分析目前南岳学院在激励机制方面存在的问题，进而针对问题提 出南岳学院辅导员激励机制改进方案。 本文主要分为绪论、相关理论基础、南岳学院辅导员激励机制现状 及问题、南岳学院辅导员激励机制的构建及改进路径和结论这五个章节。 其中第四章为重点部分，主要从改进目标、原则及路径三个方面进行阐 述。希望通过本文的研究为日后独立学院中的辅导员等级、薪酬待遇、 绩效考核和培训制度、发展晋升路径等方面进行系统化的规范和改进， 以便对现有的制度起到参考意义。 关键词，独立学院；辅导员；激励机制III RESEARCH ON THE INCENTIVE MECHANISM IMPROVEMENT OF INDEPENDENT COLLEGE COUNSELORS BASED ON NANYUE COLLEGE Tian Zhonghua(MBA) Directed by Liu Shengxue Abstract: With the continuous development of economy in our country, enrollment expansion of colleges and universities,the level of university students in China has reached more than 70%, and the general rate of all kinds of the development of the institute of education has been expanding, the market demand unceasingly expands, the number of public colleges have obviously can't satisfy the demand of the market, all kinds of independent college has become the product of social development into people's horizons. After nearly 20 years, independent colleges have become an important part of China's higher education and have made positive contributions to the development of China's higher education. However, independent colleges are also the products of the past two decades, so the historical development is not profound, and there are few studies on independent colleges. Compared with the students of the first and second edition ,As a whole, independent college students show outstanding characteristics such as poor learning foundation and poor self-discipline, while counselors play an extremely important role in the education and management of students, which also puts forward higher requirements for the professional ability and comprehensive quality ofIV independent college counselors. Independent college counselors are an important part of the faculty and management team of colleges and universities. However, due to the restriction of many factors, independent college counselors bear more educational pressure and responsibilities, but they are not matched in many aspects such as salary and promotion mechanism. As a result, the counselor team as a whole has many problems, such as weak sense of self-identity, lack of work motivation, low enthusiasm, slow improvement of overall quality, and serious brain drain, which have seriously affected the cultivation of students in colleges and universities, and further restricted the sustainable and stable development of independent colleges and universities. With the development of independent colleges, the economic orientation results in the social economy. Therefore, it is necessary to set up a special system to keep up with the changing times in terms of the personnel allocation, salary and assessment of counselors. Based on these reasons and the trend of social development, it is of great significance and extremely urgent to study the improvement of the incentive mechanism for independent college counselors and formulate a counselor incentive system that conforms to the law of running school and the development goal of independent colleges. It is through the case study of NanYue college, this paper adopts traditional methods such as literature research, questionnaire survey, interviews, and compile the NanYue college counselors incentive mechanismV present situation questionnaire survey, the current NanYue college counselor staff structure, salary system, team building incentive mechanism such as case study, analysis of the current college of NanYue in incentive mechanism, the problems of employment, then problem NanMue college counselors incentive mechanism improvement scheme is put forward. This paper is mainly divided into five chapters: introduction, relevant theoretical basis, current situation and problems of counselor incentive mechanism in NanYue college, construction of counselor incentive mechanism and improvement path and conclusion. The fourth chapter is the key part, mainly from the improvement goal, the principle and the path three aspects carry on the elaboration. It is hoped that the study in this paper can provide systematic standardization and improvement for the grade, salary treatment, performance assessment and training system, development and promotion path of counselors in independent colleges in the future, so as to provide reference for the existing system. Key words: independent college counselor incentive mechanism目 录 摘要.................................................... I Abstract.............................................. III 第１章 绪 论.......................................... 1 1.1 研究背景 ........................................ 1 1.2 研究目的与意义 .................................. 2 1.2.1 研究目的................................... 2 1.2.2 研究意义................................... 2 1.3 国内外研究现状 .................................. 3 1.3.1 国外研究现状............................... 3 1.3.2 国内研究现状............................... 4 1.3.3 文献综述................................... 6 1.4 研究框架与方法 .................................. 7 1.4.1 研究框架................................... 7 1.4.2 研究方法................................... 8 1.5 研究重点与创新点 ................................ 8 第 2 章 相关概念与理论基础 .............................. 8 2.1 相关概念 ........................................ 9 2.1.1 激励的概念................................. 9 2.1.2 激励机制的概念 ............................. 9 2.1.3 辅导员群体的激励机制 ...................... 102.2 激励相关理论 ................................... 11 2.2.1 需求层次论................................ 11 2.2.2 期望理论.................................. 13 2.2.3 公平理论.................................. 14 2.2.4 双因素理论................................ 15 2.3 激励相关内涵 ................................... 16 2.3.1 激励的作用................................ 16 2.3.2 建立激励机制的必要性 ...................... 17 2.3.4 激励机制的原则 ............................ 19 第 3 章 南岳学院辅导员激励机制现状及问题 ............... 23 3.1 独立学院概况 ................................... 23 3.2 独立学院与普通高校辅导员群体差异性分析 ......... 24 3.2.1 独立学院辅导员的职业特点 .................. 24 3.2.2 独立学院与普通高校辅导员工作特点的差异 .... 27 3.3 南岳学院激励机制现状 ........................... 27 3.3.1 南岳学院简介 ............