Research On The Motivation Of Performance Related Pay For Teachers In Public Kindergarten

To improve the status and treatment of teachers is the key content of the Opinions on Comprehensively Deepening the Reform of the Construction of Teachers in the New Era.In the past,most of the researches on Kindergarten Teachers’ wage system focused on the overall wage system,while there was no specific empirical study on performance related pay and its incentive effect and influencing factors.Based on the practical investigation,this study focuses on the incentive effect and possible influencing factors of the performance pay system of public kindergartens on teachers,and makes analysis and suggestions based on the problems.In this study,240 questionnaires and 22 interviews were conducted to sort out the results of the survey.Firstly,the incentive effect of performance related pay on teachers in public kindergartens was verified.The incentive effect is composed of five indicators: the incentive feeling,the degree of effort,the enthusiasm for work,the intention to quit and the working time.Among them,performance related pay has the most positive effect on the degree of teachers’ teaching effort,followed by incentive feeling,the intention to quit and work enthusiasm,but has no significant effect on the working time.But at the same time,it is found that the existing incentive level is far away from perfect,and there is still a large room for improvement.Through further statistical tests,it can be concluded that there are some important factor influence the incentive effect better than others as follow.First the distribution scheme of performance related pay(including the amount of performance related pay,the rationality of indicators,the degree of agreement with the development goals of the kindergarten).Second,teachers’ cognition and emotion(including fair feeling,understanding and support)on performance related pay.At the same time,it is closely related to teachers’ professional titles and staffing.Through the analysis of the influencing factors,this research finds that there are some problems in the implementation of performance related pay in public kindergartens.First,the weakness of performance related pay distribution scheme(the indicators are not reasonable enough,the performance related pay scheme formulation is not closely related to the kindergarten’s development goal);second,the performance related pay is too low,and the gap between teachers is too low to make a different;third,the teachers’ individual awareness of performance salary is low.In view of the above problems,this research puts forward the following optimization strategies.The first is to improve the performance related pay scheme,including promoting the goal design of performance pay to be consistent with the goal of the park,not over-pursuing perfection,improving the performance evaluation standard,focusing on the performance of teachers instead of other non-related factors,and establishing the information feedback mechanism;the second is to optimize the implementation strategy of performance pay,including establishing the correct performance culture,creating a people-oriented interpersonal situation,integrating resources of all parties,and making concerted efforts.The third is to optimize the amount of performance related pay,including increasing the total amount,replacing punishment with awards,widening the gap,introducing group performance,and ensuring the growth mechanism.