高校教师职业成长驱动因素及关联效应研究
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摘要
胡锦涛同志在全国科学技术大会上宣布中国在2020年建成创新型国家，并指出要创造良好环境，培养造就富有创新精神的人才队伍。而创新人才队伍的培养关键在教育。《国家中长期教育改革和发展规划纲要（2010—2020年）》指出，教育大计，教师为本，有好的教师，才有好的教育，教师是高校存在和发展的基础，教师的质量决定了高校的质量，也决定了高校教学、科研和社会服务的质量。因此，开展教师职业成长驱动因素及关联效应研究不仅成为我国高等教育发展的战略需要，也对建设创新型国家具有重要的意义和价值。
以往对职业成长的研究主要集中在企业员工、职业经理等人群，对高校教师职业成长的研究非常少。本研究立足于普通高校教师，以问卷调查为基础，对高校教师职业成长的驱动因素和关联效应进行了深入的理论研究和实证分析。本研究首先对职业成长、职业成长驱动因素、职业成长关联效应等相关文献进行梳理；然后在职业成长相关理论基础上，基于内容分析法对高校教师职业成长驱动因素及关联效应的内在机理进行了理论探索，构建了相应的理论模型，提出了研究假设；根据1000多个普通高校教师样本，运用方差分析、因子分析、结构方程、回归分析等统计方法对理论模型与假设进行了验证；最后根据研究结果提出了对策建议。
通过理论分析和实证检验，本文的主要结论为：（1）职业成长的驱动因素包括人力资本、社会资本、心理资本与组织环境，各驱动因素均包含不同维度。（2）人力资本对高校教师职业成长产生部分显著影响；社会资本对高校教师职业成长产生显著影响；心理资本对高校教师职业成长产生部分显著影响；组织环境对高校教师职业成长产生显著影响。（3）在关联效应中，工作满意度包括四个维度，组织承诺包括三个维度；工作满意度在高校教师职业成长和离职倾向之间起部分中介作用；组织承诺在在高校教师职业成长和离职倾向之间起部分中介作用。（4）独立样本t检验和方差分析结果表明，除婚姻状况和政治面貌外，其他人口特征变量，如性别、收入水平、身体状况、专业、职位均在职业成长的某个维度或所有维度上存在显著差异。（5）为了促进高校教师职业成长，政府层面，要为高校教师职业成长奠定制度基础；高校层面要建立教师职业成长中心；个人层面要提升信号发送能力。
本研究的创新点在于：（1）研究了高校教师的职业成长问题，拓展了职业成长研究视野，使该领域的研究对象更为丰富。（2）探索了高校教师职业成长量表的开发与测量，并进行了信度分析和效度分析，将高校教师职业成长划分为四维结构。（3）分析了人力资本、社会资本、心理资本和组织环境等前因变量对高校教师职业成长的影响，拓展了职业成长问题的研究空间。（4）构建了高校教师职业成长关联效应模型，选取工作满意度、组织承诺和离职倾向为主要结果变量，验证了职业成长各维度对各结果变量的作用路径。
Hu Jintao had announced in the National Conference on Science and Technologythat China would establish innovation-oriented country in2020. He also pointed outthat we should create a favorite environment and bring up innovative talents, and Thecultivation of innovative talents lays a lot on education.The national medium andlong-term plan for education reform and development2010-2020pointed out thateducation should be based on teachers. Only with good teachers would we have goodeducation.Teachers are the foundation for the existence and development ofuniversities. The quality of teachers’ determines the quality of universities and alsothat of teaching, scientific research and social services.Therefore, research onteachers' career growth driving factors and associated effect not only become thestrategic need of the development of tertiary education in our country but also has animportant significance for constructing innovation-oriented country.
Previous research on career growth has focused on people such as employees andcareer managers. Little research has been done on university teachers' career growth.Being established on ordinary university teachers, this paper have made a deeptheoretical research and empirical analysis on driving factors and associated effect ofuniversity teachers' career growth based on questionnaire survey. This research firstlycombs the literatures about career growth while driving factors and associated effectof career growth. Then founded on relevant theories about career growth, we dotheoretical exploration based on the content analysis method on the inner mechanismof university teachers' career growth drivers and associated effect, build thecorresponding theoretical model and put forward the research hypothesis. Accordingto the more than1,000samples of ordinary university teachers, we validate thetheoretical models and assumptions with statistical methods such as variance analysis,factor analysis, structural equation and regression analysis. Finally proposescountermeasures and suggestions according to the results we got.
Through theoretical analysis and empirical test, the main conclusions of thispaper are as follows.(1) Driving factors of career growth includes human capital,social capital, psychological capital and organizational environment. Each of themincludes different dimensions.(2) Human capital has some significant impact onuniversity teachers' career development; social capital has a significant impact onuniversity teachers' career growth; psychological capital has some significant onuniversity teachers' career growth; organizational environment has a significant impact on university teachers' career growth.(3) In associated effect, job satisfactionincludes four dimensions while organizational commitment includes three. Jobsatisfaction plays a partial intermediary role between university teachers' careergrowth and turnover intention. Organizational commitment also plays a partialintermediary role between university teachers' career growth and turnover intention.(4) The results of independent sample t-test and variance analysis show that inaddition to the marital status and political landscape, other demographics variablessuch as gender, income level, physical condition, major and positions, all havesignificant differences in one or all dimensions of career growth.(5) In order topromote university teachers’ career growth, the government should make institutionfoundation for the university teachers' career growth. Universities should establishteacher career development center. The individuals need to improve capacity of signaltransmission.
The innovation points of this study are as follows.(1) Studied the problem ofuniversity teachers' career growth, broadened the research field of vision for careergrowth and made the object of study in the field more plentiful.(2) Explored thedevelopment and survey of measuring scale of the university teachers’ career growthwhile made reliability analysis and validity analysis.Divided the university teachers'career growth into four dimensions.(3) Analyzed the impact that antecedents such ashuman capital, social capital, psychological capital and organizational environmenthas to university teachers' career growth and expanded the research space for careergrowth.(4) Constructed the associated effect model of university teachers' careergrowth. Selected job satisfaction, organizational commitment and turnover intentionas the main outcome variables and verified the function path from each dimension ofcareer growth to each outcome variables.
以往对职业成长的研究主要集中在企业员工、职业经理等人群，对高校教师职业成长的研究非常少。本研究立足于普通高校教师，以问卷调查为基础，对高校教师职业成长的驱动因素和关联效应进行了深入的理论研究和实证分析。本研究首先对职业成长、职业成长驱动因素、职业成长关联效应等相关文献进行梳理；然后在职业成长相关理论基础上，基于内容分析法对高校教师职业成长驱动因素及关联效应的内在机理进行了理论探索，构建了相应的理论模型，提出了研究假设；根据1000多个普通高校教师样本，运用方差分析、因子分析、结构方程、回归分析等统计方法对理论模型与假设进行了验证；最后根据研究结果提出了对策建议。
通过理论分析和实证检验，本文的主要结论为：（1）职业成长的驱动因素包括人力资本、社会资本、心理资本与组织环境，各驱动因素均包含不同维度。（2）人力资本对高校教师职业成长产生部分显著影响；社会资本对高校教师职业成长产生显著影响；心理资本对高校教师职业成长产生部分显著影响；组织环境对高校教师职业成长产生显著影响。（3）在关联效应中，工作满意度包括四个维度，组织承诺包括三个维度；工作满意度在高校教师职业成长和离职倾向之间起部分中介作用；组织承诺在在高校教师职业成长和离职倾向之间起部分中介作用。（4）独立样本t检验和方差分析结果表明，除婚姻状况和政治面貌外，其他人口特征变量，如性别、收入水平、身体状况、专业、职位均在职业成长的某个维度或所有维度上存在显著差异。（5）为了促进高校教师职业成长，政府层面，要为高校教师职业成长奠定制度基础；高校层面要建立教师职业成长中心；个人层面要提升信号发送能力。
本研究的创新点在于：（1）研究了高校教师的职业成长问题，拓展了职业成长研究视野，使该领域的研究对象更为丰富。（2）探索了高校教师职业成长量表的开发与测量，并进行了信度分析和效度分析，将高校教师职业成长划分为四维结构。（3）分析了人力资本、社会资本、心理资本和组织环境等前因变量对高校教师职业成长的影响，拓展了职业成长问题的研究空间。（4）构建了高校教师职业成长关联效应模型，选取工作满意度、组织承诺和离职倾向为主要结果变量，验证了职业成长各维度对各结果变量的作用路径。
Hu Jintao had announced in the National Conference on Science and Technologythat China would establish innovation-oriented country in2020. He also pointed outthat we should create a favorite environment and bring up innovative talents, and Thecultivation of innovative talents lays a lot on education.The national medium andlong-term plan for education reform and development2010-2020pointed out thateducation should be based on teachers. Only with good teachers would we have goodeducation.Teachers are the foundation for the existence and development ofuniversities. The quality of teachers’ determines the quality of universities and alsothat of teaching, scientific research and social services.Therefore, research onteachers' career growth driving factors and associated effect not only become thestrategic need of the development of tertiary education in our country but also has animportant significance for constructing innovation-oriented country.
Previous research on career growth has focused on people such as employees andcareer managers. Little research has been done on university teachers' career growth.Being established on ordinary university teachers, this paper have made a deeptheoretical research and empirical analysis on driving factors and associated effect ofuniversity teachers' career growth based on questionnaire survey. This research firstlycombs the literatures about career growth while driving factors and associated effectof career growth. Then founded on relevant theories about career growth, we dotheoretical exploration based on the content analysis method on the inner mechanismof university teachers' career growth drivers and associated effect, build thecorresponding theoretical model and put forward the research hypothesis. Accordingto the more than1,000samples of ordinary university teachers, we validate thetheoretical models and assumptions with statistical methods such as variance analysis,factor analysis, structural equation and regression analysis. Finally proposescountermeasures and suggestions according to the results we got.
Through theoretical analysis and empirical test, the main conclusions of thispaper are as follows.(1) Driving factors of career growth includes human capital,social capital, psychological capital and organizational environment. Each of themincludes different dimensions.(2) Human capital has some significant impact onuniversity teachers' career development; social capital has a significant impact onuniversity teachers' career growth; psychological capital has some significant onuniversity teachers' career growth; organizational environment has a significant impact on university teachers' career growth.(3) In associated effect, job satisfactionincludes four dimensions while organizational commitment includes three. Jobsatisfaction plays a partial intermediary role between university teachers' careergrowth and turnover intention. Organizational commitment also plays a partialintermediary role between university teachers' career growth and turnover intention.(4) The results of independent sample t-test and variance analysis show that inaddition to the marital status and political landscape, other demographics variablessuch as gender, income level, physical condition, major and positions, all havesignificant differences in one or all dimensions of career growth.(5) In order topromote university teachers’ career growth, the government should make institutionfoundation for the university teachers' career growth. Universities should establishteacher career development center. The individuals need to improve capacity of signaltransmission.
The innovation points of this study are as follows.(1) Studied the problem ofuniversity teachers' career growth, broadened the research field of vision for careergrowth and made the object of study in the field more plentiful.(2) Explored thedevelopment and survey of measuring scale of the university teachers’ career growthwhile made reliability analysis and validity analysis.Divided the university teachers'career growth into four dimensions.(3) Analyzed the impact that antecedents such ashuman capital, social capital, psychological capital and organizational environmenthas to university teachers' career growth and expanded the research space for careergrowth.(4) Constructed the associated effect model of university teachers' careergrowth. Selected job satisfaction, organizational commitment and turnover intentionas the main outcome variables and verified the function path from each dimension ofcareer growth to each outcome variables.
引文
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