随着高等职业院校的快速发展，教师作为高职院校重要的人力资源，他们的培养 和发展，已成为职业教育改革的重点研究课题。教育部最新统计数据显示，在高校专 任教师中，40 岁以下青年教师所占比例达到了 54.82%，而在高职院校中，这一比例 更高，且有逐年上升态势。随着一大批青年教师成为高职院校教学科研的新生力量， 新的问题开始显现：多数青年教师从校园走向校园，他们缺乏教学经验与实践经验， 使他们在教学、科研等工作中感到很大压力，有些青年教师甚至对前途比较迷茫。在 人力资源管理研究中，需求是指个体在生理和心理上的一种内在匮乏状态，是个人行 为的内在动机，是行为积极性的根源所在。因此分析青年教师的需求，满足他们的需 求，就显得尤为重要。本文选取教师职业发展需求这一方向，挖掘他们职业发展有哪 些需求，那些因素对其职业发展需求有显著的影响，根据影响因素针对性地满足他们 的需求，促进青年教师职业发展。 本文以 H 学院为例，研究青年教师职业发展的需求及其影响因素，将文献法、问 卷法、个案访谈法等有机地结合起来，在借鉴以往教师职业发展需求的相关理论和研 究成果的基础上，通过借鉴学者的调查问卷，从青年教师的个体特征、职业发展需求 内容、职业认同、工作满意度、社会支持五个方面对高职青年教师进行调查和分析， 以期了解高职教师的个体特征因素对于青年教师职业发展需求的影响差异；高职青年 教师的职业认同、工作满意度和社会支持对于教师职业发展需求影响的重要性程度。 通过 SPSS 软件进行分析，得出以下结论：（1）目前 H 学院青年教师在职业发展 需求四个维度的需求都较高，其中专业发展需求最高；（2）除性别和学历外，高职教 师的个体特征中，年龄、教龄、职称等因素在职业发展需求四个维度方面都存在不同 程度的差异；（3）教师的职业认同、工作满意度、社会支持与高职教师职业发展需求 存在显著正向影响。 人力资源管理研究表明，了解员工需求，满足其需求，可以有效提高员工的工作 积极性。因此，最后笔者从环境、组织、专业、个体等方面提出管理建议，以此满足 高职青年教师职业发展需求，激励和促进高职青年教师职业的健康发展，为实现“人才 强校”战略提供人力资源管理策略 关键词：青年教师，职业发展需求，职业认同，社会支持II Abstract With the rapid development of higher vocational colleges, teachers as an important human resource in higher vocational colleges, their training and development has become a key research topic of vocational education reform. The latest statistics of the ministry of education show that among full-time teachers in colleges and universities, the proportion of young teachers under the age of 40 has reached 54.82%, while in higher vocational colleges, the proportion is higher and has an increasing trend year by year. With a large number of young teachers becoming the new force of teaching and scientific research in higher vocational colleges, new problems begin to appear: most young teachers go from campus to campus, they lack teaching experience and practical experience, so that they feel great pressure in teaching, research and other work, and some young teachers are even confused about the future. In the study of human resource management, demand refers to an internal state of physical and psychological scarcity of individuals, which is the internal motivation of individual behaviors and the root of behavior enthusiasm. Therefore, it is particularly important to analyze the needs of young teachers and meet their needs. This paper chooses the direction of teachers' professional development needs to find out what their professional development needs, which factors have a significant impact on their professional development needs, according to the influencing factors to meet their needs and promote the professional development of young teachers. Taking H College as an example, this paper studies the youth teacher professional development demand and its influencing factors, the literature method, questionnaire method, case interview method and so on organically, in reference to previous teachers' professional development needs, on the basis of relevant theories and research results, through using the questionnaire of scholars, from the individual characteristics of the young teachers, professional development needs content, professional identity, job satisfaction and social support of young teachers in higher vocational colleges in five aspects to investigate and analysis, in order to understand the individual characteristic factors for young teachersIII of higher vocational teachers' professional development needs the influence of difference; The importance of the career identity, job satisfaction and social support of young teachers in higher vocational colleges on the development demand of teachers' career. Through the analysis of SPSS software, the following conclusions are drawn :(1) at present, young teachers of H college have high demand in four dimensions of career development, among which the demand for professional development is the highest; (2) in addition to gender and education background, the individual characteristics of teachers in higher vocational colleges have different degrees of differences in the four dimensions of career development demand, such as age, teaching age and professional title. (3) teachers' professional identity, job satisfaction, social support and vocational development demand in higher vocational colleges have a significant positive impact. Human resource management research shows that to understand the needs of employees and meet their needs can effectively improve the work enthusiasm of employees. Therefore, the author finally puts forward management Suggestions from the aspects of environment, organization, specialty and individual, so as to meet and stimulate the career development needs of young teachers in higher vocational colleges, promote the healthy development of young teachers in higher vocational colleges, and provide human resource management strategies for the realization of the strategy of "strengthening university by talents" Key words: young teachers, career development needs, professional identity, social support目 录 第一章 绪论.1 1.1 研究背景与意义.............1 1.1.1 研究背景...................1 1.1.2 研究意义...................2 1.2 国内外研究现状.............3 1.2.1 国外研究现状.........3 1.2.2 国内研究现状.........5 1.3 研究内容与方法..............6 1.3.1 研究内容.................6 1.3.2 研究方法.................7 1.4 研究技术路线图.............7 第二章 相关概念和理论基础......9 2.1 相关概念..........................9 2.1.1 高职青年教师...........9 2.1.2 职业认同.................10 2.1.3 工作满意度.............11 2.1.4 社会支持.................12 2.2 相关理论........................13 2.2.1 职业发展理论.........13 2.2.2 需求激励理论.........14 2.2.3 学习型组织理论.....17 第三章 研究假设和问卷设计..19 3.1 研究假设的提出............19 3.2 问卷设计........................20 3.3 问卷发放与收集............21 3.4 问卷的信度....................21 3.5 问卷的效度....................22 第四章 H 学院青年教师职业发展需求及其影响因素分析..................25 4.1 H 学院青年教师情况....25 4.2 H 学院青年教师需求现状...........................26 4.3 H 学院青年教师管理存在的问题...............27 4.3.1 青年教师缺乏职业生涯规划................27 4.3.2 学院对青年教师职业发展需求关注不够...........................274.3.3 忽略了高职青年教师的特征................28 4.4 样本的基本人口统计特征...........................29 4.5 青年教师职业发展需求的描述性分析.......30 4.6 人口统计变量的 T 检验和单因素方差分析.............................30 4.6.1 基于性别的方差分析............................30 4.6.2 基于年龄的方差分析............................31 4.6.3 基于教龄的方差分.32 4.6.4 基于学历的方差分析............................33 4.6.5 基于职称的方差分析............................34 4.7 职业发展需求的相关分析...........................35 4.7.1 职业发展需求与各维度之间的相关性分析.......................35 4.7.2 职业发展需求和职业认同的相关性分析...........................35 4.7.3 职业发展需求和满意度的相关性分析36 4.7.4 职业发展需求和社会支持的相关性分析...........................36 4.8 回归分析........................36 4.9 调查分析总结................37 第五章 H 学院人力资源管理建议.........................39 5.1 环境发展方面................39 5.1.1 政府应为高职教