Private Higher Learning Teachers A Comprehensive Remuneration System Build

The non-government universities essentially compete with each other for educational human resources. Teachers are the key to improve the educational quality and the benefit of running the non-government universities. If they want to gain a victory in the fiercely competitive education market, the non-government universities have to appeal to and keep teachers and impel teachers to work hard for the non-government universities. Therefore, how to establish a relative and characteristic teachers' salary system has become an important project on the management of non-government universities teachers. The thesis aims to emphasize on the research on the salary system of full-time teachers in non-government universities. With the analysis and investigation into the professional characteristics, the psychological characteristics and the demand conditions of full-time teachers in non-government universities, it hopes to set up a kind of incentive salary system. The reasonable, scientific and attractive salary system can not only effectively stimulate teachers to work with more enthusiasm and initiative, but also promote the level of teachers' satisfaction of their work and the sense of their ownership to the non-government universities. Firstly, the author summarizes the characteristics of non-government universities teachers which in aspects of occupation, psychology and demand theoretically, this is important basis to construct the Total Salary System of teachers in non-government universities. For more concrete understanding of current non-government universities teachers' demand condition and the salary system of non-government universities, the author subsequently take 4 non-government universities in Shaanxi province and Henan province as the sample of study. By way of the questionnaire on the demand condition and the salary satisfactory degree, the author finds that there are some flaws in current non-government universities teachers' salary system which lead to the teachers' salary satisfactory degree is far from satisfaction, for example, the level of the Economic Salary is universally low, the salary structure is too simple, the Non-economic (Inner) salary is generally neglected and so on. Particularly, there are Non-economic (Inner) demands exist in the majority of teachers in non-government universities. This explained that it is an essential choice for non-government universities to construct a Total Salary system to meet the teachers' need in order to attract and impel them. Finally, resting on the related salary and the Drive Theory, the author designs a Total Salary construction that can comprehensively meet the various demands of full-time teachers in non-government universities on the foundation that the above investigation and analysis.The non-government universities teacher's demand is comprehensive, including the material demand and the psychological demand. Therefore, it is an objective demand for the development of the modern management of human resources of the non-government universities to set up a total salary system. The non-government universities should sufficiently take advantage of their flexible systems and inner management and establish beneficial incentive Total Salary System for teachers. The Total Salary System of teachers in non-government universities designed in this thesis includes the Outer Salary System and the Inner Salary System. The Outer Salary System includes the Currency Salary and all kind of welfares, it put emphasis on fair and achievements; The Inner Salary System includes five aspects, for instance, teacher's training and development in profession; the creation of teachers' working condition; the raising of teachers' democratic awareness and the maintenance of teachers' democratic rights; the implementation of teachers' professional plan; the maintenance and attention of teachers' psychological health and so on. The Inner Salary System pays its attention to intrinsic demand of teachers', its main purpose is to impel the teacher. By constructing the Total Salary System for teachers in non-government universities may meet the teacher's need more comprehensively, and better attract, keep and impel teachers.