A Survey And Analysis On Teachers' Satisfaction With Their Performance Salary In Both Primary And Secondary School

Teacher Performance Pay has been implemented since January 1,2009. For being just started, it exposes problems in many aspects, such as Evaluation System, teacher's structure and different situation of school. Do teachers in the economically developed eastern region really increase the enthusiasm to implement teacher performance pay, since their wages are relatively high? Are they satisfied with the developments of performance pay? Are they satisfied with the Pay for performance assessment? Are they satisfied with the allocations of performance pay? It is significant to rethink whether teacher performance pay policy implemented in compulsory education schools can satisfy teachers or not. Besides, it is important to the improvement and development of this policy.In this study, a total of 290 subjects were selected to investigate. Compared with the traditional scale, measured satisfaction and importance from questionnairesave some diagnostic capabilities. Firstly, by analyzing the literature on pay for performance analysis at home and abroad, understanding the current state of research, and studying the theory of attitudes and motivation as well as government documents, the author established the basic contents of interview. After interviews, the author established project library, invited experts in psychology, school teachers, graduate students of psychology and management to assess the dimensions and project of the designed questionnaire, and formed the original questionnaire of teachers' pay-performance satisfaction. Secondly, the questionnaire was applied to the original test, whose data were analyzed at the point of exploratory factor. Based on this preliminary work, the formal questionnaire determined four factors of two dimensions: work orientation, interpersonal relations, policy expectations and performance evaluation. Thirdly, in order to confirm the rationality and correctness of these four factors model, the formal questionnaire was testified by another official survey sample data, and then finalized the formal. Finally, the author adopted the sample average and low performers analysis to research the performance pay satisfaction of teachers in primary and secondary schools in Zhejiang Province.(1) There are 16 items,32 options in the performance pay satisfaction questionnaire for primary and secondary school teachers. It has two dimensions, including cognitive dimension and emotional dimension. Cognitive dimension contains policy expectation and performance evaluation; emotional dimension contains relationships and working orientation. (2) The questionnaire has high internal consistency, which is 0.7668. The split-half reliability was 0.8117\0.7428. The questionnaire also has high content and structure validity. These facts show that the questionnaire is designed both reasonably and reliably.(3) Teacher pays for performance under the overall satisfaction of the general bias. Gender, seniority, job satisfaction on pay for performance there is no significant difference. And matters relating to performance pay, teachers are considered very important.(4) The description of the dimension we can see that, in the aspect of cognition, teachers are unsatisfied with the performance evaluation and expect highly on the policy; while in aspect of emotion, the implementation of performance pays has an impact on the predisposing factors, but doesn't affect interpersonal relationships.(5) As to the low performers, the project of high importance-low satisfaction, has focused on three factors--performance evaluation, policy expectations and the work orientation, which urgently needs to be resolved.