Research On The Incentive Mechanism Of Full-time Teachers In A College Of Hainan

China's private higher education development to date,has made a greater contribution to China's higher education cause.The development of private higher education meets the growing demand of people for higher education,and also becomes an effective way to promote the popularization of higher education in China and improve the cultural quality of the whole nation.By May 2016,there were 2,879 private colleges and universities nationwide,accounting for about 20%of the total number of college students in China.Although private colleges and universities have achieved great development and excellent achievements,there are still many problems behind their achievements,which have restricted their rapid development,making private colleges and universities become vulnerable groups in education.There are many reasons for this problem,but the most important one is the lack of masters and inadequate teacher construction.In this situation,how to perfect the incentive system of private colleges and universities to attract and retain talents has become an urgent problem to be solved.In November 2016,according to the unified deployment of the state council,colleges and universities directly under the central ministries and commissions began to implement the reform of the merit pay system in an all-round manner,marking the beginning of a new round of reform of the income distribution system of Chinese colleges and universities.Public institutions belong to public institutions and are supported by financial allocation.The implementation of performance salary will inevitably increase the income of teachers in public institutions.So,the private colleges and universities that rely on high salaries to retain excellent teachers will lose their advantages in this respect.How to overcome this problem effectively so that the teachers of private colleges and universities can also enjoy the performance salary is an urgent problem to be solved before the investors and managers of private colleges and universities.The author is a full-time teacher of a university in Hainan,engaged in private education for more than 10 years,has his own thinking about this problem.From the perspective of full-time teachers of hainan A college,the author will study and discuss the construction of teacher incentive mechanism,in the hope of promoting the development of hainan A college and the development of private education in China.This paper takes hainan A college as an example to carry out research,and makes a concrete analysis of the incentive mechanism of full-time teachers in hainan A college,finding the deficiencies and defects,so as to try to build a reasonable incentive mechanism for teachers.The study was conducted in five parts.The first part is the introduction,In this chapter,the background,research process,relevant theories,research significance,and current research situation at home and abroad are discussed,and then the ideas and structure of the paper are introduced.The second part analyzes the incentive mechanism of full-time teachers in hainan A college.The first part introduces the general situation of hainan A college and the second part introduces the incentive measures.The third part analyzes the existing problems of incentive mechanism for full-time teachers in hainan A college,and further analyzes the causes of the problems.The fourth part draws lessons from the domestic and foreign private colleges and universities full-time teachers incentive mechanism construction experience.The fifth part is the construction of incentive mechanism and guarantee measures for full-time teachers in hainan A college.