| Make the country strong must first pay attention to education,higher education benefits long-term;pay attention to education must first respect teachers,teaching staff construction is very important !The mobility of university teachers is an important part of teaching staff construction.Since the implementation of "Double First-Class" construction,the flow of university teachers has become more frequent.On the one hand,it has promoted the development of academic prosperity,and on the other hand,various flow chaos has gradually emerged.Therefore,guiding the rational and orderly flow of university teachers is an important issue of the times in the context of "Double First-Class" construction.Thought is the guide of action.Mobility intention affects mobility behavior.It is of great significance to study university teachers ’ mobility willingness and its influencing factors.Based on the social synergy theory,goal consistency theory and ERG needs theory,this study constructs the influencing factors model of university teachers ’ mobility willingness from five dimensions and 22 specific indicators,including social environment,growth needs,organizational climate,goal consistency and survival needs.The research adopts literature research method,questionnaire survey method,data analysis method and interview method,relying on the National Social Science Fund 《Research on the Niche Management Strategy for University Teachers ’ Flow Disorder under the Background of "Double First-Class" Construction 》,selects representative universities and teachers nationwide to carry out questionnaire survey and interview,to understand university teachers ’ mobility willingness and its influencing factors,to draw problems,analyze the reasons,and put forward suggestions.The findings are as follows:First,university teachers ’ mobility willingness is diverse.Nearly half of university teachers have a willingness to move,some teachers have experience of mobility,some teachers want to move but not at present,and some teachers have not thought of mobility.Teachers with different personal characteristics,work characteristics and family characteristics show significant differences in mobility intention;gender,age,professional title,school type,subject field and job category are significantly related to university teachers ’ willingness to flow.Second,university teachers ’ willingness to flow is affected by many factors.Salary and welfare benefits,career development opportunities,teaching and scientific research conditions,incentive promotion system,cultural atmosphere,children ’s education and the level of regional economic development are the promoting factors for the practice of university teachers ’ mobility willingness;family reasons,lack of appropriate target colleges,lack of personal ability,interpersonal relationship,personnel files detained by current units,fear that the inflow units do not fulfill their commitments,and retention of current units are factors of concern for the practice of university teachers ’ mobility willingness;the main reasons for university teachers ’ lack of mobility willingness are deep feelings,high degree of satisfaction and recognition,good prospects for development in the current unit,no better acceptance of the unit,flow costs and risks,family factors and personnel file relations.Third,the influence of various factors on university teachers ’ mobility willingness is different.Salary treatment and the rationality of job title evaluation are high-intensity influencing factors of university teachers ’ willingness to flow.Relevant laws and regulations,industry atmosphere,social value orientation,market regulation mechanism,labor market competition intensity,school level type,subject development level,organizational culture atmosphere,management system,attention degree,incentive mechanism,promotion standard,performance evaluation,personal career development space,post ability matching degree,work achievement,consistency of personal goals and organizational vision,housing conditions,children ’ s education and solving spouse work are medium-intensity influencing factors.Low-intensity factors are not found in this study.The 31-35-year-old university teachers pay more attention to the five dimensions than the other age groups.Teachers with professional titles as lecturers are the most concerned about growth needs.First-class discipline construction universities pay more attention to organizational climate than other types of university teachers.Teachers in the field of natural science are the least concerned about organizational climate.Teachers who pay equal attention to teaching and scientific research pay attention to growth needs,organizational climate and goals.Teachers in the western region pay more attention to social environment than teachers in the eastern region.Married teachers and teachers with minor children show great concern for survival needs.In view of the above findings,the study suggests that university teachers should flow reasonably and orderly :For teachers,enter an organization that matches their abilities to promote their abilities;for universities,it can release teachers with insufficient ability,absorb suitable talents,optimize teaching staff,and maximize functional benefits;for the whole higher education system,should follow the general policy and promote the progress of the whole higher education.Based on this view,relevant suggestions are put forward : It is suggested that the government strengthen macro-control by constructing laws and regulations,paying attention to market regulation,perfecting social security,and continuing value guidance,so as to break down barriers for the flow of university teachers.It is suggested that colleges and universities can promote system reform by strengthening discipline construction,meeting survival needs,paying attention to effective incentive and carrying out humanistic management,so as to dredge channels for the flow of college teachers.It is suggested that college teachers adjust their ideas of mobility by clarifying their professional roles,enhancing their contract consciousness and making good career planning,so as to reserve floating capital in the process of improving their comprehensive strength. |
