Research On Retention Mechanism Of Young And Middle-aged Teachers In GWNG Private Business School

Private education is a participatory force in the popularization process of Chinese higher education.It is also an important initiative for China's higher education to innovate and explore a mode of running a school.Private education has been an important force for Chinese higher education.Although GWNG private college,a study of vector,has gained some social reputation during a few decades of high-speed development.Some serious problems have also become increasingly prominent,such as young and middle-aged teachers accounting for a large proportion,the number of teachers who have obtained the qualifications of associate professors or above remains significantly less and the turnover rate is constantly high,which in turn leads to low job satisfaction for their teachers.This study investigated the status quo of job satisfaction of young and middle-aged teachers,and finds influencing factors in various aspects from the data obtained from the survey,and then gets along with relevant suggestions and strategies to enhance the enthusiasm of young and middle-aged teachers to work and to safeguard the sustainable development of the school.In this study,the researcher examined factors that affect teachers' job satisfaction for young and middle-aged teachers in a private higher education college which is located in Guangdong Province.The sample consisted of 197 male and female young and middle-aged teachers working in GWNG private college.The purpose of this quantitative study was created to elicit a comprehensive set of variables concerning teachers' job satisfaction for young and middle-aged college teachers and put forward effective suggestions for the retention of young and middle-aged teachers' group and some useful references for the development of other private universities.Six dimensions for the variable factors influencing job satisfaction included professional self-growth,occupational perception,income and welfare,campus facilities and services,interpersonal relationship and school leadership style and site principle.Each variable contained sub-elements which were further analyzed.A descriptive analysis,mean,standard deviation,independent sample t test and one way ANOVA were used to uncover significant direct and indirect predictors of job satisfaction for young and middle-aged college teachers by using the method of questionnaire and semi-structured interview.As a result of the inferential analysis,GWNG private college young and middle-aged teachers' job satisfaction in the six dimensions are ranked from highest to lowest,in order of personal self-growth,school leadership style and site principle,occupational perception,interpersonal relationship,campus facilities and services and income and welfare.In the dimension of income and welfare,all items were factors of negative job satisfaction.While professional self-growth was more positive influence on Job satisfactions.Campus facilities and services were more neutral with a slight indication of positive influence on job satisfactions.A series of independent sample t test and ANOVA were then conducted that there are some correlations between job satisfactions and dimensions,like gender,age,education background,professional qualification,years of experience and marital status.The results show that a)The satisfaction of young and middle-aged teachers under the age of 30 in the six dimensions is lower than that of the 30-40 age group.b)Male young and middle-aged college teachers have higher satisfaction than those female college teachers in the area of personal competence growth and income and welfare.c)Those with less than 3 years of working experience in GWNG have lower job satisfaction than others with more than 8 years of working experience.d)In the dimension of income and welfare,the satisfaction rate of married is significantly lower than those unmarried young and middle-aged college teachers.e)The variables of professional qualification and education background were more neutral with a slight indication of 6 dimensions.The root reasons are uncompetitive income and welfare,poor living facilities on campus.unclear evaluation process of professional qualification,vague job description of associated professor,and fragmentary the scientific research funding system and assessment incentive mechanism.This study also provides some suggestions for retention of young and middle-aged teachers,such as improve welfare benefits and focus on improving hygiene factors to make them work at ease;maintain transparency principle of professional qualification evaluation,clarify job responsibilities and rights,and perfect research funding and incentive systems to utilize their talents.