【作者】 王玲；

【导师】 阙海宝；

【作者基本信息】 四川师范大学 ， 教育学， 2022， 硕士

【摘要】 民办高校经过四十多年的发展,形成了庞大的办学规模,成为了我国高等教育事业发展中不可或缺的力量,现也有6所民办高校已经进入硕士办学层次,为实现高等教育普及化、满足人们多元化高等教育需求、增加高等教育供给,推动经济社会发展作出了巨大贡献。民办高校在艰难发展的道路上,教师队伍建设与发展一直是困扰学校高质量发展的瓶颈。多项调查发现,民办高校教师在努力实现专业成长,提升教学水平的同时,深受职业倦怠的困扰。因此,本文以学校组织气氛为切入点,通过问卷法和访谈法,收集调查数据及一手资料,分析民办高校教师职业倦怠、学校组织气氛、教师自我效能感的现状,进一步探讨三者之间的关系和作用机制,并根据研究结论提出有效缓解民办高校教师职业倦怠的建议,激发民办高校教师的主观能动性,进而促进民办高等教育事业健康发展。本文以四川省民办高校教师为研究对象,以职业倦怠量表、高校组织气氛量表、一般自我效能感量表为测量工具,共发放600多份问卷,经过问卷回收和数据清洗,获得有效问卷559份,使用SPSS 25.0和Process插件对调查数据进行分析。研究发现:(1)民办高校教师职业倦怠居于中低水平,自我评价积极,工作压力相对较大;民办高校组织气氛居于中高水平,人际关系良好,学校管理体制水平呈中等水平;民办高校教师自我效能感居于中等水平;(2)民办高校组织气氛对教师职业倦怠有显著负向影响,良好的学校组织气氛能够有效缓解或预防教师职业倦怠;(3)教师自我效能感对教师职业倦怠有显著负向影响,良好的自我效能感有利于消除教师职业倦怠;(4)教师自我效能感在学校组织气氛与教师职业倦怠之间起部分中介作用,良好的学校组织气氛能够通过提高教师自我效能感来缓解和预防教师职业倦怠。根据研究结论,提出以下对策建议:第一,营造良好的组织气氛,提高教师职业地位。落实人性化“教育管理”制度;提高教师薪资福利;拓宽教师培训晋升渠道;优化教师工作与学习坏境。第二,细化教师工作职责,缓解教师工作压力。弱化工作强度,实现合理“减负”;组织丰富活动,消除工作疲惫。第三,开发教师自我效能,增强教师自信心理。更多还原

【Abstract】 After more than 40 years of development,private colleges and universities have formed a huge school-running scale and have become an indispensable force in the development of higher education in my country.Now there are 6 private colleges and universities that have entered the master’s level.Private colleges and universities have made great contributions to the popularization of higher education,to meet people’s diversified higher education needs,to increase the supply of higher education,and to promote economic and social development.On the road of difficult development of private colleges and universities,the construction and development of teaching staff has always been the bottleneck that plagues the highquality development of schools.Multiple survey found that private college teachers are deeply troubled by job burnout while striving to achieve professional growth and improve their teaching level.Therefore,this paper takes the school organizational climate as the starting point,collects survey data and first-hand information through the questionnaire method and interview method,analyzes the current situation of teachers’ burnout,school organizational climate,and teachers’ self-efficacy in private colleges and universities,and further explores the relationship between the three and the mechanism of action.According to the research conclusions,suggestions are put forward to effectively prevent and alleviate the job burnout of teachers in private colleges and universities,stimulate the subjective initiative of teachers in private colleges and universities,and then promote the healthy development of private higher education.This paper takes teachers in private colleges and universities in Sichuan Province as the research object,uses the Job Burnout Scale,the College Organizational Climate Scale,and the General Self-efficacy Scale as measurement tools,and distributes more than 600 questionnaires.After questionnaire recovery and data cleaning,559 valid questionnaires were obtained,and use SPSS 25.0 and Process plug-in to analyze the survey data.The results of the study show that:(1)The job burnout of teachers in private colleges and universities is in the low-medium level,the self-evaluation is positive,and the work pressure is relatively high;The organizational climate of private colleges and universities is in the middle and high level,the interpersonal relationship of the school is good,and the level of the school management system is general;The self-efficacy of teachers in private colleges and universities is at the medium level;(2)The organizational atmosphere of private colleges and universities has a significant negative impact on teacher burnout,and a good school organizational atmosphere can effectively alleviate or prevent teacher burnout;(3)Teachers’ self-efficacy has a significant negative impact on teacher’s job burnout,and a good teacher’s self-efficacy is helpful to eliminate teacher’s job burnout;(4)Teachers’ self-efficacy plays a partial mediating role between school organizational climate and teacher burnout.,and a good school organizational climate can alleviate and prevent teachers’ burnout by improving teachers’ self-efficacy.Based on the research findings,the following recommendations are put forward:First,create a good organizational atmosphere and improve the professional status of teachers.Implement the humanized "education management" system;improve teachers’ salaries and benefits;expand the channels for teacher training and promotion;optimize teachers’ work and learning environment.Second,refine teachers’ job responsibilities and relieve teachers’ work pressure.Weaken work intensity and achieve reasonable "burden reduction";Organize rich activities to relieve teachers’ fatigue.Third,develop teachers’ self-efficacy and enhance their self-confidence.更多还原