Human Resources Management Policies Based On Job Satisfaction Perspective Of Colleges And Universities "returnees" Teachers

In recent years,more and more high-level overseas talented people come back by China's growing of the comprehensive national strength.Some of them go to the colleges and universities,expanding the talent team of colleges and universities. Nowadays,they are playing an increasingly important role in the fields of construction of new subjects,raising the level of scientific research,and speeding up the process of Internationalization.In the past years,the study on HR management of the colleges and universities focused on the policy constraints of teachers,but did not pay much attention to the teacher's job satisfaction,which not only limits the understanding the reasonable psychological demands of the teachers in the aspect of work,life,scientific research, etc.,but also makes it hard for the supervisors to make up more specific,realistic and operational human resources management policy.This thesis selects the job satisfaction of "oversea returnee" teacher as the starting point,and designs the initial scale on the foundation of literature reviews and the actual situation of the Shanghai "oversea returnee" teachers.And then,after carrying out the small-scale test,the author revises the components and relevant statements of the initial scale and gets the formal scale,combining the factor-analysis and the result of feedback.The author classifies the influence factors into eight dimensions:material & spirit returns,growth & development,work support,life support,academic support, the working group,management & culture,the work itself.What's more,there are five individual characteristic variables in the formal scale:sex,age,marital status, cumulative time of life abroad,and cumulative teaching time.The empirical research analyzes the job satisfaction conditions of the "oversea returnee" teachers and the key influence factors.The results show that overall satisfaction with the "oversea returnee" teachers is in a more satisfactory level,but there are some differences between the different dimensions;the score of the work itself is highest,and the score of the backgrounds of the work is lowest;material & spirit returns,growth & development,work support,life support,academic support, the working group,management & culture,the work itself and overall satisfaction show a positive correlation;growth & development,academic support,and material & spirit returns are the key influence factors of the overall job satisfaction. About the individual characteristics,the male "oversea returnee" teacher is significantly higher than the female "oversea returnee" teacher in the satisfaction on the dimensions of life support,management & culture,and the work itself;the satisfaction of work support with age generally becomes "U"-type changes,but the satisfaction of life support improves with the age;the unmarried "oversea returnee" teacher is significantly higher than the married "oversea returnee" teacher in the overall satisfaction and the dimension of material & spirit returns;the "oversea returnee" teacher living abroad for a total 3-5 years is significantly lower than the other groups of "oversea returnee" teacher in the satisfaction on the dimension of the work itself;the "oversea returnee" teacher cumulatively teaching time more than 10 years is significantly higher than the other groups of "oversea returnee" teacher in the satisfaction on the dimension of life support;the "oversea returnee" teacher cumulatively teaching time between 5-10 years is significantly lower than the other groups of "oversea returnee" teacher in the satisfaction on the dimensions of the working group and management & culture.At last,on the basis of empirical analysis and deep interview,this thesis gives some feasible proposals to improve the college and university's human resources management of "oversea returnee" teachers from two levels of the national key comprehensive universities and others,combining the successful experience of Shanghai's colleges and universities.The main contributions of this thesis are as follows:(1) This thesis selects the job satisfaction of "oversea returnee" teacher as the starting point,which gives a new way to the study of the college and university's human resources management and the "oversea returnee" teacher incentive.(2) In this thesis,the author uses the quantitative analysis of questionnaires and the qualitative analysis of interview and cases,and gives the suggestions from two levels of the national key comprehensive universities and others.These make the countermeasures of this thesis much more focused and easy to implement.(3) Revise and form an easy-to-use job satisfaction scale,which not only has reliable reliability and validity,but also reflects the characteristics of the "oversea returnee" teachers in the college and university.