A Research On The Drainage Of Teachers And Management Strategy In The Baoding X Senior Middle School

Whether a school can effectively accomplish the task of cultivating people or not, the key lies in teachers. In recent years, in Baoding X senior middle school, the phenomenon that the teachers leave school, works on part-time job secretly and other forms of teacher's loss has been widespread, and it has become a growing trend. Based on a long time study of high school education and the problem of teachers' loss, this thesis does the research on the teachers' loss problem lying in.In this research, questionnaires and interviews have been used to study part of the teachers of Baoding X senior middle school. The research involves 98 teachers in total, including 38 left teachers and 60 remaining teachers. The investigation has been launched mainly from the teachers' feelings and cognitions and attribution of the teachers' loss and as well as some other related factors. Though the investigation, statistical data are obtained which includes gender, age, education, discipline, preparation, etc. According to the investigation, following conclusion is been drawn: the present teachers' loss situation is related to the school's reputation, job stress, personnel management, logistics service, implementation of teachers' suggestions, salary level, development prospect and so on. The characteristics of the left teachers reflected by the demographic variables are 31-35 years old, junior or middle rank, engaged in main subjects. Among the left teachers, the supernumerary teachers take the largest proportion. There are significant differences among the left teachers reflected by the demographic variables, which shows in following aspects: The feeling and evaluation of male teachers towards treatment factors and self factors are higher than those of female teachers; the feeling and evaluation of female teachers towards job factors and management factors are higher than those of male teachers; the feeling and evaluation of regular teachers towards job factors, treatment factors and self factors are higher than those of substitute teachers. The turnover intention of the interviewed teachers is strong, and the recessive loss is quit common. The characteristics of teacher's recessive loss are expressed by following aspects: older teachers' work enthusiasm abates, so they take a small amount of work, or come into a state of retirement in advance; young teachers work perfunctorily, their vocation is dealt with avocation, and they positively accumulate experience and look for opportunities to switch jobs. The turnover intention of the regular teachers is related to school reputation, job stress, personnel management, logistics service, salary level, development prospect and other factors, while there are no significant relations with gender, education background, and authorized strength. Finally, according to results and conclusions of the research, this paper puts forward countermeasures and suggestions for stabilizing teachers which mainly focus on two aspects: salary treatment and management factors. The concrete measures include: to increase the investment of education to narrow the regional and occupational gap; to improve the standard of school allowance and ensure the timely full payment; to change management ideas, and optimize management mode; to reduce the teachers' psychological pressures; strengthen logistics support to solve teachers' life problems; to innovate personnel management, and implement dynamic complement.