A Study On Job Satisfaction And Incentive Mechanism Of Junior Middle School Head Teachers

The teacher in charge of a class,as a familiar and kind name,has been playing an important role in the school teaching and learning development of students,as an important teacher factor in the learning career of middle school students in China.It plays an important role in the formation of students' ideology and morality,and in the formation of learning habits.All of these,whether it is the national education administrative department or the public opinion appeal of the society,are extremely eager for a group of high-quality,caring and patient teachers to act as class teachers,and will also incline to the class teachers in terms of allowance and performance work.However,in the current situation of school,there is a general situation that school teachers are not willing to be a head teacher.The job satisfaction of the head teacher is generally low,and the current work incentive mechanism of the head teacher is difficult to fully play its role.Based on the theory of two factors,the theory of hierarchy of needs and the theory of fairness,this paper uses the methods of literature,investigation and case study to analyze the differences of job satisfaction of different groups of headteachers,as well as the content and effect of the current headteacher job incentive mechanism,to find the existing problems,and to improve the incentive mechanism Mechanism to improve the job satisfaction of class teachers.The study found that the overall job satisfaction level of work directors was moderate.Different gender,education background,professional title and teaching age have different job satisfaction of head teachers.Now the school has different evaluation mechanism for head teachers,different assessment contents and standards.Junior middle school head teachers have lower satisfaction in salary,workload and personal value realization.Specifically,the salary level of the head teacher is low,the workload given to the head teacher by the higher authorities and schools is too large,the work is tedious and inefficient,the existing professional title evaluation method is not satisfied,and the promotion channel of the head teacher is narrow.There is a significant positive correlation between job motivation and job satisfaction.In order to improve the existing headteacher incentive mechanism,so as to achieve the purpose of improving the headteacher job satisfaction,in view of the current problems,this paper puts forward the following strategies: 1.Consolidate the foundation,strengthen the guarantee.In order to improve the level of salary,the district education administrative organ should establish a unified standard for the position of head teacher and improve the guarantee mechanism of head teacher.Broaden the way to promote the head teacher,make the work of the head teacher more active and enthusiastic.Build a multi-channel system.2.Scientific evaluation and humanistic care.Improve the evaluation standard of the work efficiency of the head teacher.Make the work assessment of the head teacher more objective and humanized.3.Improve yourself and be brave in innovation.Pay attention to the self-development of the head teacher to make the work of the head teacher more internal driving force.