A Study On The Relationship Between Teacher 's Performance Wage Satisfaction And Exit Behavior In Secondary Vocational Schools

The status of implementation and the problem of performance pay has becomeone of the practical issues of common concern of scholars and managers. But in thegroups which implement pay for performance, the medium occupation schoolteachers as a group are rarely concerned. Can secondary vocational school teachers toteach peace of mind,love their profession,this not only reflects the level ofschool management, but reflects the reform of system of performance satisfaction ornot from the side. More importantly, the Satisfaction of work related to the quality ofeducation, related to the healthy growth of the students.This article unifies the related literature, attempts to connect the performancesalary satisfaction and teachers’ exit behavior, the performance salary satisfaction isdivided into three dimensions: Wage policy satisfaction, satisfaction ofprocedure, close to the desired satisfaction, pay satisfaction, the exit behavior isdivided into three dimensions can be divided into three dimensions:Negative behavior, tentative turnover behavior rand Tentative resignation behavior.According to the atitude of the division, this article questionnaire onperformancesalary satisfaction and exit behavior of medium occupation school teachers in Qujingcity carry on the investigation, analysis, and discuss the relationship between the twofactors through the analysis of the data. According to the results of the survey, in theimplementation of performance pay, performance pay satisfaction of mediumoccupation school teachers impose a very low level in Qujing city; compared withthe implementation of performance pay implementation, there is a significantincreasing trend of exit behavior in medium occupation school teachers inQujing; There are negative relationship between secondary vocational school teachersperformance pay satisfaction and exit behavior.Low satisfaction of performance pay in the secondary vocational schoolteachers lead to exit behavior increased significantly. Based on this research, analyzedthe status and reason, puts forward three suggestions: fulfill the promise of improvingthe performance pay for teachers to improve the economic life to retain talent; establish the operation mechanism supporting to promote teachers’enthusiasm;formulate feasible in spection plan to create a benign competition andharmonious interpersonal atmosphere.