Research On The Salary System Of Full-time Teachers In Private Colleges And Universities In S Province

Private colleges and universities have experienced rapid development in the past,and great progress has been made in both the scale and quality of running schools.Private colleges and universities have become an important part of higher education in our country.However,due to policy,system and other multiple reasons,the development of private colleges is limited,and the social recognition is still not high.If private colleges want to get long-term development in the future,they must improve the teaching quality,obtain more teaching results,and cultivate more excellent high-quality talents for the use of society.The improvement of teaching quality depends on the efforts of teachers.For private colleges and universities,human resources is its core competitiveness.Because of the shortage of funds,private colleges and universities have serious defects in attracting high-level and high-quality talents.If private colleges want to develop,they need to establish a perfect salary management system,construct a scientific and reasonable salary system,and use salary to attract and retain talents.However,salary has always been a complicated problem in human resource management.For private colleges,how to improve the salary system of private teachers is more complicated.At present,Chinese private colleges and universities compared with public colleges and universities,teachers’ general sense of belonging is low,teacher turnover rate is high,great mobility,if only the simple salary and welfare improvement is no way to solve the private colleges and universities human resources dilemma,maintain the stability of teachers.Therefore,based on the above background,by studying domestic and foreign literature on the salary system of full-time teachers in private colleges and universities,this paper understands that the structure of teachers in private colleges and universities is more complex,and the design of the salary system needs to be combined with private colleges and universities,which can not only improve teachers’ work efficiency,but also reflect the role of salary constraints.On this basis,it summarizes relevant theories about the salary system.For example,efficiency wage theory,balanced wage theory and incentive and constraint mechanism theory are used as theoretical basis to explore the current situation and existing problems of the salary system of full-time teachers in B private universities of S province.By means of questionnaire survey and interview,this paper further finds out the causes of problems in the salary system of full-time teachers in B private universities of S province,and proposes targeted solutions on this basis.So as to provide more reasonable suggestions for stabilizing the full-time teachers of B private universities in S province.