| In recent years,considering the current situation of teachers’ professional development,the government has introduced a series of policies aimed at improving teachers’ social status and professional identity through the effective implementation of the remuneration system,and helping them to gain a sense of professional well-being and achievement.Although under the same pay system,employees’ work attitudes and behavioural responses may vary due to their different perceptual evaluations of the pay system.Therefore,in the field of organisational behaviour,pay system perceptions are widely used to examine the design of an organisation’s pay system and employees’ pay satisfaction.In the field of education,teacher pay incentives have also become one of the key elements of global education reform.Both developed and developing countries aim to improve teachers’ salaries through reforming their pay systems to motivate them to work and promote student development and school building.This largely affects the quality of teaching in primary and secondary schools in China,and understanding teachers’ satisfaction with the current pay system can effectively contribute to the long-term development of education.This paper selects public primary and secondary school teachers in Shenyang as the research object.On the basis of defining the three core concepts of salary,salary satisfaction and public primary and secondary schools,combining domestic and international research results,based on the three theoretical foundations of equity theory,hierarchy of needs theory and two-factor theory,using literature analysis,questionnaire survey method and empirical analysis method,it analyses the current situation of salary satisfaction of public primary and secondary school teachers in Shenyang,identifies The main factors affecting pay satisfaction were identified,and five main problems in the pay of teachers in public primary and secondary schools in Shenyang were summarised: the difference in the setting of basic salaries for different job types is not obvious,and the incentive effect is weak;the setting of performance assessment is unreasonable and superficial;the overall pay level of teachers is growing slowly;the work pressure is high and the burden beyond teaching is heavy;and the investment in non-monetary pay is low.After analysis,the reasons behind this were summarised into five points: unreasonable performance pay settings;lack of an effective performance appraisal system;government investment in education not keeping pace with economic development;unreasonable school management model;and low sense of their own professional identity.Finally,five targeted countermeasures to improve salary satisfaction are proposed in relation to the main factors affecting salary satisfaction: increasing the difference in basic salary between different positions;improving the performance appraisal system and promoting the democratisation of the salary management system;effectively guaranteeing reasonable salary increases for primary and secondary school teachers and continuously improving their welfare benefits;effectively reducing teachers’ unnecessary workload,putting the reduction of workload into practice and dispersing work pressure;creating a good campus culture to help improve teachers’ job satisfaction. |
