Research On The Differences Of University Teachers' Mobility Based On Push And Pull Theory

Reasonable academic profession mobility can improve the construction of faculty in universities,promote the prosperity of academic labor market.To a certain extent,the occupational mobility of faculty in colleges and universities is not just a mobility of individual,but also as a kind of human resources.The mobility of human resources has brought about knowledge exchange and technological innovation.The mobility of faculty in universities is not only a reflection of academic freedom,but also a symbol of more open and free academic environment.However,the unreasonable mobility of faculty also has a certain negative impact on the academic system,universities and teachers.The rationalization is based on the rational mobility of teachers,the rational development of universities and the rational development of academic community.The differences analysis of university teachers' mobility process is the premise of rationality.Therefore,the research on the differences of university teachers' mobility has become a necessary condition for the rational mobility of university teachers.Based on the questionnaire data of the National Social Science Fund Project,this article comprehensively uses push-pull theory and other related theories to build research on world-class universities,first-class disciplines universities,normal public universities,private universities and higher vocational colleges,etc.The systematic differences between gender,age,educational background,professional titles and subject areas in the five types of colleges and universities,and the differences in the influencing factors have been studied systematically,and there are also seven major attribution factors affecting the mobility of faculty in colleges and universities—Human resource policy,management mechanism,organizational culture,academic development,life insurance,prestige of the college and university,and economic factors,and put forward corresponding policy recommendations.The study finds that the mobility intention of male faculty is higher than that of female faculty,and that of younger faculty is higher than that of older faculty.Female faculty value economic related factors,management related factors,and scientific related factors more than male faculty.Moreover,young faculty valued economic related factors and management related factors more than older faculty.In terms of posterior factors,the mobility intention of faculty with master's degree is higher than those with bachelor's or doctor's degree,and the mobility intention of lecturers and teaching assistants is higher than that of professors and associate professors.Faculty with bachelor's or master's degree tends to pay more attention to economic and management factors.Faculty with high title care more about academic factors,while faculty with low title value economic factors more.In terms of platform factors,The mobility turnover of faculty in the humanities and social sciences field is significantly higher than that in the natural science field;the turnover of faculty in private universities is higher than that of public universitiy faculty.Faculty in the humanities field value economic,management and academic factors more.Faculty in the fields of social sciences pay more attention to management and academic factors;faculty in high-level colleges value academic factors more,and faculty in private colleges pay more attention to economic factors.Based on the findings of the study,there are several ways to improve academic mobility policy.Firstly,to establish a reasonable salary distribution mechanism for different types of faculty;secondly,to meet the needs of different types of faculty in a targeted manner;thirdly,to improve the faculty management system and promote the rational mobility of different types of faculty.