【作者】 郭燕；

【导师】 侯佳； 卢红；

【作者基本信息】 山西大学 ， 教育硕士（专业学位）， 2022， 硕士

【副题名】基于T市Y校的个案研究

【摘要】 教师绩效评价的已有研究,大多集中在高校或义务教育阶段,研究多从教师绩效工资的现状入手,立足于本学科视域和教师发展的理论构建还不够深入。虽有一部分文献研究从教师绩效评价的内涵、结构入手,但对于教师绩效的内涵、结构及特征研究还需深入。本研究基于激励理论和全面质量管理理论在教育领域的迁移运用,来对教师绩效评价进行理论构建。通过对T市Y校实地调查和绩效工资考核方案的文本分析发现,Y校自2009年起开始推行绩效工资改革制度,但在教师绩效工资改革制度落地的过程中,存在教师工作量内容涵盖不够全面、评价标准不清晰、评价指标及赋分权重合理性差等问题。在对T市Y校教师代表的访谈中发现,广大教师虽然支持绩效工资改革,但对于改革现状和实施效果并不满意。其中最集中反映在教师主体参与度低,评价标准和指标的科学性欠缺,评价流程公开性需进一步加强。综上,本研究从理论构建和实证研究两方面入手:理论上,通过对教师绩效及教师绩效评价概念梳理,探究不同绩效观及绩效评价背后的价值取向,基于激励理论和全面质量管理理论在教育领域的创造性运用,将教师个人绩效目标融入学校组织发展目标下考量,将教师绩效评价真正地落脚在促进教师发展,提升学校教育质量上。实践上,通过对T市Y校的教师绩效工资实施现状实地调查,并对部分教师代表进行深度访谈,得到一套相对合理、科学和可操作的高中教师绩效评价指标体系。更多还原

【Abstract】 Most of the existing researches on teacher performance evaluation are concentrated in colleges or compulsory education.The research is mostly about teacher performance wages,however,the theoretical construction based on the field of view of education and teacher development is not deep enough.Although there are some literatures on the connotation and structure of teacher performance evaluation,the research still needs to be in-depth.This research uses incentive theory and total quality management theory in the field of education to construct the theory of teacher performance evaluation.Through the textual analysis of the field survey and performance salary appraisal plan of Y school in T city,it is found that the performance salary reform system has been implemented since 2009,however,in the process of the implementation of the reform system of teacher performance pay,the content of teacher workload is not comprehensive enough,the evaluation standards are not clear,and the evaluation indicators and the rationality of the assigned weights are poor.In the interview with the teacher representative of Y school in T city,it was found that although the majority of teachers support the performance-based salary reform,they are not satisfied with the current status of the reform and the effect of the implementation.Among them,the most concentrated reflection is that the participation of teachers is low,the scientific evaluation standards and indicators are lacking,and the openness of evaluation process needs to be further strengthened.To sum up,this research starts from two aspects: theoretical construction and empirical research.In theory,by sorting out the concepts of teacher performance and teacher performance evaluation,exploring the value orientation behind different performance views and performance evaluation,based on the creative application of motivation theory and total quality management theory in the field of education,and integrating teacher personal performance goals into school organizational development,the real basis of teacher performance evaluation is to promote teacher development and improve the quality of school education.In practice,through on-site investigation of the current situation of teacher performance wages in Y school in T city,and in-depth interviews with representative teachers,a relatively reasonable,scientific and operable performance evaluation system for high school teachers is obtained.更多还原