：随着时代的变迁，我国在经济、政治、社会、文化等各方面 都取得了显著的成就，而教育在提高国民综合素质，提升国家综合国 力和国际竞争力方面都起着非常重要的作用。我国对教育问题一直十 分重视，近年来更是加大对教育事业的投入。高等教育承担着培养人 才、科学研究、服务社会等重要功能，是教育体系中必不可少的组成 部分，而这些都是与高校教师队伍密切相关的。如今，随着社会的发 展，高校已不再是过去的“象牙塔”，高校教师队伍建设与过去相比 也发生了很多变化。关于高校教师的话题和讨论正日益增多，从中暴 露出的问题与困惑也引发社会的关注。高校青年教师是高校教师队伍 中的新鲜血液，是我国高等教育事业的未来，研究并了解这部分群体 现如今的职业发展状况显得尤为具有现实意义。 本文主要针对的研究对象为高校青年教师，通过文献研究法对目 前的高校青年教师职业发展研究现状进行分析总结；在此基础上结合 H 大学作为研究案例，通过调查法，主要是以问卷调查法和访谈调查 法对 H 大学青年教师进行深入调查研究，了解其职业发展存在的问 题、分析原因并提出相应对策，力图为我国整体高校青年教师群体的 职业发展提供参照，以期改善现状，为高校青年教师谋求更好的发展。 本文的主要论述内容为 H 大学青年教师职业发展的相关现状，运用职 业生涯理论、双因素理论等进行具体分析，梳理在此次研究中发现的 高校青年教师职称评审、晋升考核、培训、收入等方面的问题。经过 上述研究，本文得出了主要结论如下：高校青年教师的职业发展现状II 还存在着诸多问题，在一定程度上制约着青年教师的发展进程。主要 体现在高校教师职称考评体系、晋升考核、培训工作等方面还存在着 不足之处，可以通过完善这些方面来提升高校青年教师的职业发展前 景。 高校教师职业发展是高校与教师个人之间相互作用的结果，高校 依靠教师队伍实现人才资源的目标，教师依靠高校提供良好的发展平 台。只有在双方相互发展、共同进步的前提下，才能实现高校和教师 的双赢，实现高等教育事业在未来的蓬勃发展。 关键词：高校；青年教师；职业发展III AStudy On The Professional Development Of Young Teachers In CollegesAnd UniversitiesAnd Its Countermeasures-taking H UniversityAsAn Example Dong Peijun (BusinessAdministration Major) Directed by Liu Baoping Abstract: With the development of China's economic and social progress, China has made remarkable achievements in economy, politics, society, culture and other aspects. Education plays an important role in improving national comprehensive quality, enhancing national comprehensive national strength and international competitiveness. China has attached great importance to education. In recent years, the government has increased its investment in education. Education is an important part of education system. Education has important functions of training talents, scientific research and social service. These are all closely related to the university teachers. Nowadays, with the change of times, universities are no longer the ‘ivory tower’ of the past. The construction of university teachers has also changed a lot. The topic and discussion about teachers in universities are also increasing. The exposed problems and confusion also arouse the society. Young teachers in universities are the fresh blood in the teachers' team. They are the future of our country's higher education. It is meaningful to study the career development of young teachers in universities. The subjects of this research are young teachers in universities. This paper summarizes the present situation of the vocational development of young teachers in colleges and universities by literature research. This paper takes H University as a case. The young teachers of H University have been investigated with questionnaires and interviews. This paper will find out the problems of their career development. The author will analyze the reason and put forward the corresponding countermeasureIV through the investigation. This research will seek better development for young teachers in universities. The theoretical basis of this paper is career theory and dual factor theory. This paper mainly summarizes the problems of young teachers in universities in terms of professional title evaluation, promotion assessment, training and income. After the above research, the main conclusions are drawn. There are still many problems in the career development of young teachers in universities. There restrict the career development of young teachers. The main deficiency is the teacher professional title appraisal system, promotion assessment, training work, etc. These aspects can be improved to promote the career prospects of young teachers in universities. The young teachers’ career development is the result of the interaction between universities and teachers. Universities depend on the teachers to achieve the goal of human resources. Teachers rely on universities to provide good development prospects. Only in the premise of mutual development and common progress can make both universities and teachers achieved a win-win situation. Finally, the country will realize the higher education enterprise in the future prosperous development. Keywords：universities young teachers career developmentV 目 录 摘要................................................... I Abstract............................................... III 第 1 章 绪 论........................................... 1 1.1 研究目的和意义................................... 1 1.1.1 研究目的.................................... 1 1.1.2 研究意义.................................... 1 1.2 国内外相关研究综述............................... 2 1.2.1 国外研究综述................................ 2 1.2.2 国内研究综述................................ 4 1.2.3 关于研究现状的评述.......................... 6 1.3 研究思路、内容及方法............................. 7 1.3.1 研究思路及内容.............................. 7 1.3.2 研究方法.................................... 8 第 2 章 基本概念及相关理论.............................. 11 2.1 相关概念的概述.................................. 11 2.1.1 高校青年教师............................... 11 2.1.2 职业发展................................... 11 2.2 相关理论........................................ 12 2.2.1 职业生涯理论............................... 12 2.2.2 双因素理论................................. 15 第 3 章 H 大学青年教师职业发展现状 ...................... 19VI 3.1 H 大学概述 ...................................... 19 3.1.1 H 大学基本情况 ............................. 19 3.1.2 H 大学青年教师总体情况 ..................... 19 3.2 问卷、访谈设计及调查............................ 20 3.2.1 调查目的及设计思路......................... 20 3.2.2 调查对象及内容............................. 20 3.2.3 调查对象基本情况........................... 21 3.3 H 大学青年教师职业发展现状 ...................... 22 3.3.1 教学及科研情况............................. 22 3.3.2 教师职称评定及晋升......................... 28 3.3.3 薪酬待遇及收入差距......................... 33 3.3.4 培训进修................................... 35 第 4 章 H 大学青年教师职业发展中存在的问题及原因 ........ 39 4.1 H 大学青年教师职业发展中存在的问题 .............. 39 4.1.1 职业发展环境的限制......................... 38 4.1.2 职业晋升难度大............................. 40 4.2 H 大学青年教师职业发展中存在的问题的原因分析 .... 43 4.2.1 职称晋升机制的限制......................... 43 4.2.2 学校管理方面的缺陷......................... 45 4.2.3 激励机制的不健全........................... 47 第 5 章 完善高校青年教师职业发展的对策与建议............ 49 5.1 完善教师晋升考评制度............................ 49VII 5.1.1 科学的教师晋升考评机制..................... 49 5.1.2 充分发挥教师考评的作用..................... 50 5.2 注重青年教师培训工作............................ 51 5.2.1 重视人才培养............................... 51 5.2.2 建立良好的青年教师发展平台................. 52 5.2.3 加强政策宣传力度........................... 52 5.3 适度调整学校管理模式............................ 53 5.3.1 统筹相关职能部门工作....................... 53 5.3.2 平衡学校内部的差异......................... 53 5.4 做好青年教师职业发展规划........................ 53 5.4.1 建立促进教师职业发展机构与制度............. 54 5.4.2 建立以教师职业发展为导向的评价体系......... 54 5.4.3 促进教师教学与科研协同发展................. 54 第 6 章 研究结论与展