摘
要
摘要
我国民办高校从诞生至今经过四十多年的发展，经历了探索孕育期、合法
地位确立期、黄金发展期、目前已处于内涵发展期。目前，民办高校无论是从
数量上、在校生规模上或是对国家财政的补充作用上都发挥着重要的作用，民
办教育不再仅仅是对公办教育的补充，而成为国民教育序列不可或缺的重要组
成部分。
与民办高校发展地位不相符的是民办高校日益凸显的管理问题。民办高校
不同于公办高校的董事会领导下的校长负责制模式，组织的人力资源管理也多
采用企业人力资源管理模式。在资本强势影响下的组织人力资源管理表现出更
多的刚性，不重视员工发展，忽略员工合理诉求，导致教师归属感缺失，离职
率升高，民办高校师资流动频繁，生师比堪忧。严重影响到民办高校的竞争力
与可持续发展。
本文的研究对象 A民办高校也存在同样的教师归属感缺失问题。通过调查
了解到，影响 A民办高校教师归属感的因素除了社会因素、法律因素外，还集
中在组织管理层面，特别是组织人力资源管理行为上。其中，薪酬福利与绩效
考核制度是影响 A民办高校教师归属感的最重要的两个因素。此外，在此次调
查中还发现 A民办高校人力资源管理的其他模块如人力资源规划、招聘与甄选、
培训与开发、劳动关系模块对教师归属感表示“有影响”的比例均高于90%。可
见，A民办高校的人力资源管理行为各模块均影响到教师归属感，只是程度不同
而已。因此，从人力资源管理六个模块出发探讨提升 A民办高校教师归属感具
有现实意义和实操价值。
本文从人力资源管理的六个模块出发，基于两轮调查问卷反馈出的影响教
师归属感的问题，分别对问题提出针对性改进策略。为 A高校人力资源管理部
门提供了提升教师归属感的方法。
关键词：民办高校教师；归属感；人力资源管理
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Abstract
Abstract
After more than 40 years of development since its birth, China's private colleges
and universities have experienced the period of exploration and gestation, legal status
establishment, golden development, and now they are in the period of connotation
development. At present, private colleges and universities are playing an important
role in terms of number, size of students and supplement to national finance. Private
education is no longer just a supplement to public education, but an indispensable
part of national education sequence.
What is not consistent with the development status of private colleges and
universities is the increasingly prominent management problems of private colleges
and universities. Private colleges and universities are different from the principal
responsibility system under the leadership of the board of directors of public colleges
and universities. Under the influence of strong capital, organizational human resource
management shows more rigidity. It does not pay attention to employee development
and ignores reasonable demands of employees, which leads to the lack of belonging
of teachers, the increase of dimission rate, the frequent turnover of teachers in private
colleges, and the worry of student-teacher ratio. It seriously affects the
competitiveness and sustainable development of private colleges and universities.
A private university, the research object of this paper, also has the same problem
of teachers' lack of belonging. According to the survey, in addition to social and legal
factors, the factors affecting the sense of belonging of A private college teachers also
focus on organizational management, especially organizational human resource
management behavior. Among them, salary and welfare and performance appraisal
system are the two most important factors affecting the sense of belonging of A
private college teachers. In addition, the survey also found that other modules of
human resource management in A private university, such as human resource
planning, recruitment and selection, training and development, and labor relations,
had more than 90% of the "influence" on the sense of belonging of teachers. It can be
seen that each module of human resource management behavior of A private
II

Abstract
university affects the sense of belonging of teachers, only to different degrees.
Therefore, it is of practical significance and practical value to discuss how to improve
the sense of belonging of A private college teachers from the perspective of six
modules of human resource management.
Starting from the six modules of human resource management, this paper
proposes targeted improvement strategies for the problems affecting teachers' sense of
belonging based on the feedback of two rounds of questionnaires. It provides A
method for the human resource management department of A university to improve
the sense of belonging of teachers.
Key words: private college teachers; The sense of belonging. Human Resource
Management
III
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