The Work Pressure Of The Appointment System Teachers In Public Primary And Secondary Schools

With the rapid development of the times,everyone is facing pressure from different aspects.Since the 1970 s,many foreign research results have proved that teachers are a high pressure occupation.For teachers,too much pressure has become a typical living state of teachers.In the field of education in our country,teachers' work pressure has increasingly become a hot issue of social concern.As emphasized in the new curriculum,"teachers are the key link of the new curriculum"."China's education reform and development program" points out: "the hope of rejuvenating the nation lies in education,and the hope of rejuvenating education lies in teachers." Teachers are highly expected by the society,which is an incentive as well as a challenge.However,with the development of education,the appointment system of teachers has gradually become perfect and mature,and many public primary and secondary schools have begun to implement post setting and recruit excellent teachers.In this way,the employment of teachers in primary and secondary schools has become an important part of the teaching staff,and because of the particularity of their identity,they are facing the same work pressure.No matter what kind of educational theory and educational goals need teachers as an intermediary to achieve.The research on Teachers' work pressure has rich experience both at home and abroad.In order to have a more comprehensive carding of the research,the author first analyzes the development process and value of the appointment system of primary and secondary school teachers,and the types of work pressure and impact of the appointment system of primary and secondary school teachers.Secondly,in order to understand the current situation of the employment pressure of teachers in public primary and secondary schools,on the basis of previous studies,we selected the questionnaire suitable for this study,and combined with the characteristics of the teacher appointment system,interviews and the results of the questionnaire test to revise.Mainly in Sichuan Province,Chongqing City,Guizhou Province,primary and secondary school teachers employed mainly,the implementation of the survey plan.Through factor analysis,t-test,variance analysis,correlation analysis,regression analysis and other statistical methods,the results show that: the public primary and secondary schools employ teachers with a greater sense of work pressure;different ages,different degrees of employment of teachers with different work pressure;primary and secondary school hire teachers lack of understanding of the teacher appointment system,resulting in pressure in work;primary and secondary school hire teachers The degree of pressure is different in different pressure sources.In order to put forward effective mitigation strategies for the current situation of the employment of teachers in public primary and secondary schools,the author first analyzes the sources of pressure,conducts in-depth interviews with the employment of teachers in primary and secondary schools,and explores the factors that affect the employment of teachers in primary and secondary schools from the internal and external levels.The internal factors are mainly reflected in the fuzzy self-definition of the employment of teachers and the constraints of traditional concepts;the external factors Based on the background of the teacher appointment system,this paper analyzes the policy,and finds that there are several defects in the teacher appointment system,which lead to the pressure of the employment of teachers,which are reflected in five aspects: the unequal status of the employed teachers and the school;the nonstandard evaluation system;the imperfect social security mechanism;the imperfect dismissal procedure;the imperfect supervision system.Finally,the paper puts forward mitigation strategies for the factors that affect the work pressure of the appointment system teachers in primary and secondary schools.They are as follows: pay attention to the work pressure of appointing teachers,reduce the psychological burden of appointing teachers;change the traditional concept of appointing teachers,establish a correct view of teachers;increase the publicity of the system of appointing teachers,strengthen the sense of participation of appointing teachers;clarify the relationship between appointing teachers and schools,form a mechanism of active competition;establish a democratic evaluation system,create a good Working environment;standardizing the dismissal procedure,safeguarding the rights and interests of teachers;strengthening leadership,and establishing a complete supervision and restraint mechanism.