民办高等教育是由私人自筹资金而非政府行为的一种办学形式。经过长时间 的发展已经被社会所逐渐重视，其发展中最为突出的是管理问题。作为教书育人 的高校如何在没有政府行为的主要支持下展现育人能力成为重要话题。民办高校 的教师作为高校最重要组成部分自然成为被观察与研究对象，他们的流失问题也 已成为社会广泛关注的现象。陕西作为教育大省，西安更是聚集众多民办高校， 因此其教师流失问题显得极为突出。教师队伍作为要学校教书育人职能发挥的根 本，其质量与数量的高低将直接影响学生知识技能的学习及高校的长远发展等。 因此教师的流失无疑给教师团队带来不稳定因素，为学校的可持续发展带来不可 忽视的阻碍力量。 本文在借鉴以往研究理论的基础上，结合西安市民办高校在实际办学过程中 存在的问题及其实际情况，分析探讨了其专职教师流失的影响因素。主要从三个 方面：政府，学校和个人教师，并逐层展开分析，确定各项因素。结果表明：目 前西安市民办高校教师流失存在教师流失结构失衡、教师离职动机多元化等问题。 学校层面的原因是影响西安民办高校教师流失因素的主要方面。而在学校层 面中，福利待遇低、社会保障薄弱、教师个人晋升空间有限则影响是教师流失的 最主要因素。个人层面中教师个人主动更新知识与技能的主动性小、工作成就感 低等共同影响了民办高校教师的流失。最后通过西安市民办高校教师流失因素的 分析，分别从政府、学校、个人三个层面提出相应措施。从政府层面提出：希望 政府重视民办高等教育，提高有关法律法规的适用性和实用性，同时也应关注并 保护民办高校教师的合法权利。学校层面提出建立科学合理的考评体系，公正考 评过程，及时反馈考评结果；建立符合民办学校自身特点的福利保障制度，加强 学校文化建设，以环境留人。教师个人层面提出积极主动学习新知识，掌握新的 教学思想，努力提升自我，培养积极心态，正确对待各项压力。 关键词：民办高校，专职教师，教师流失，措施 iii Abstract Privatehighereducationisaformofrunningaschoolfundedbynon-government financeandself-raisedfunds.Afteryearsofgrowthanddevelopment,ithasgradually enteredthepublic'svisionandattractedtheattentionofallsectorsofsociety.Its managementproblemshavealsoattractedtheattentionofmorescholars,themost prominentofwhichistheproblemofteacherturnover.Asamajorprovinceof education,xi'anishometoalargenumberofprivatecollegesanduniversities,sothe problemofteacherturnoverisextremelyprominent.Teachersarethefoundationofa school.Thequalityandquantityofteachershaveadirectimpactonthesmooth developmentofteachinginprivatecollegesanduniversities. Inthispaper,basedonthecomprehensivetheoryofpreviousresearch,combined withtheactualsituationofxi"anprivatecollegesandxi'anprivatecollegesinthe problemsappearedintheprocessofrunning,respectivelyfromthreeaspects:the government,school,teacherpersonalanalysisdiscussestheinfluencefactorsofxian lossofprivatecollegeteachers,andstepbystepanalysis,determinethevarious factors.Theresultsshowthat:atpresent,theteacherturnoverinprivatecollegesand universitiesinxi'anhasproblemssuchastheimbalanceofteacherturnoverstructure andthediversificationofteacherturnovermotivation;inthefactorsaffectingteacher turnoverinprivatecollegesanduniversitiesinxi'an,thepoweroftheschoollevelis significant;attheschoollevel,lowwelfare,weaksocialsecurityandlimitedpersonal promotionspaceforteachersarethemainreasonsforthelossofteachers.Atthe individuallevel,teachers'lowinitiativetorenewknowledgeandskillsandlowsense ofworkachievementallaffectthelossofteachersinprivateuniversities.Finally, throughtheanalysisofthefactorsofteacherturnoverinprivatecollegesand universitiesinxi'an,correspondingmeasuresareputforwardfromthreelevels: government,schoolandindividual.Fromthegovernmentlevel:Thegovernment shouldattachimportancetotheawarenessofprivatehighereducation,increase supportforrelevantlawsandregulations,andfullyprotecttherightsandinterestsof teachersinprivatecollegesanduniversities.Theschoolproposedtoestablisha iv scientificandreasonableevaluationsystem,fairevaluationprocess,timelyfeedback evaluationresults;Toestablishawelfaresecuritysysteminlinewiththe characteristicsofprivateschools,tostrengthentheconstructionofschoolculture,to retainpeopleintheenvironment;Attheindividuallevel,teachersshouldtakethe initiativetolearnnewknowledge,masternewteachingideas,strivetoimproveand cultivateapositiveattitude,anddealwithvariouspressurescorrectly. Keywords:privatecolleges,full-timeteachers,teacherturnover,measures v 目录 第一章绪论..................................................................................................................1 1.1研究背景和目的.............................................................................................1 1.1.1研究背景..............................................................................................1 1.1.2研究目的..............................................................................................1 1.2国内外研究现状.............................................................................................2 1.2.1国内研究现状......................................................................................2 1.2.2国外研究现状......................................................................................3 1.2.3国内外观点评述..................................................................................5 1.3研究内容.........................................................................................................5 1.4研究方法.........................................................................................................5 1.4.1问卷调查法..........................................................................................5 1.4.2可靠性分析法......................................................................................6 1.4.3文献分析法..........................................................................................6 1.4.4AHP层次分析法...................................................................................6 1.5论文结构图.....................................................................................................6 第二章民办高校教师流失相关概念及理论基础......................................................7 2.1相关概念界定.................................................................................................7 2.1.1民办高校..............................................................................................7 2.1.2民办高校教师......................................................................................7 2.1.3教师流失..............................................................................................8 2.1.4本文教师流失的界定..........................................................................8 2.2民办高校教师流失管理的理论基础.............................................................8 2.2.1马奇和西蒙模型..................................................................................8 2.2.2Price-Mueller雇员离职模型.......................................................9 2.2.3孙清华员工流失模型........................................................................11 第三章西安市民办高校教师流失现状及流失特征分析........................................13 3.1西安市民办高校教师流失现状调研...........................................................13 3.1.1西安市民办高校基本情况概述........................................................13 3.1.2西安民办本科高校教师流失现状调查方案设计............................13 3.1.3调查统计结果....................................................................................14 3.2西安市民办高校教师流失特征分析...........................................................15 3.2.1教师流失年轻化................................................................................16 3.2.2教师流失性别失衡............................................................................17 3.2.3教师流失低职称化............................................................................17 3.2.4教师流失高学历化............................................................................18 vi 第四章西安市民办高校教师流失原因分析............................................................20 4.1问卷调查可靠性分析...................................................................................20 4.2西安市民办