Research On The Demission Of Full-Time Teachers In A College

Since the reform and opening up,the rapid economic development,population growth and the lack of higher education resources have made the rapidly development of private colleges,become an integral part of the education system in China,but compared with developed countries of private colleges,domestic private colleges still exist in many aspects,a comprehensive range of gap.At present,the development of private colleges is limited by the faculty.The faculty and the faculty system have become the strategic scarce resources for private colleges to realize talent training,scientific research and academic research and social services.Private colleges need to start from the construction of teaching team,scientific research team and human resource management of teaching team to build a unique team of teachers and build the core competitiveness of colleges.As a private undergraduate colleges,the loss of teachers in A college is common at this stage,which not only has an important impact on teaching quality and human cost,but also indirectly shakes its in-service teachers,which is very unfavorable to the long-term development of A college.As a knowledge worker with unique characteristics,full-time teachers should not analyze and put forward countermeasures with simple human resource management strategies such as salary and performance.They should use a new theoretical perspective,that is,the perspective of job embeddedness.This paper adopts the job embedding model,through literature reading,questionnaire survey,a sample survey of full-time teachers in A College.Finally,SPSS was used to collect the data,and the following conclusions were drawn: in the mean score analysis of 22 factors of full-time teachers in A College,the loss of harmonious relationship in the community,the matching of interpersonal relationship,the loss of work status,the matching of community atmosphere,the matching of community environment,the matching of resources around the community,the loss of community status,and the matching of work content were obtained.The average score of 11 factors,such as marital status,development space matching and corporate culture matching,is more than 3 but less than 4,indicating that full-time faculty of A College approves of these aspects,but there is still some room for improvement,A College should continue to maintain or strengthen;ability and position matching,loss of life stability,seniority,and relatives.The average score of 11 factors is less than 3,such as the relationship between friends,loss of development prospects,loss of salary and welfare,right of residence,interpersonal connection,loss of promotion opportunities,contact with the community and work affairs.It shows that these aspects of A College are questioned or worried by full-time teachers and are the important reasons for the core staff to quit their jobs.Prime.Based on the above conclusions,countermeasures and Suggestions for maintaining human resources of full-time teachers in college A based on the job embedding model are proposed,so as to improve the degree of job embedding of full-time teachers in college A,reduce the dimission rate,and provide references for relevant universities.