| The returnee faculty has become an important part of the talent team in universities owing to Chinese government and universities promoted talent recruitment policy vigorously.During their early career,the returnee faculties may face more difficulties and challenges.The analysis of returnee faculties’ job satisfaction in this period will contribute to optimize distribution and valid faculty management in college talent.Researches have formed a quite mature framework for teachers’ job satisfaction.However,the focus of this research is to gain an understanding of the levels of job satisfaction during the transition period for returnees’ work and cultural environment change.For this part,it has not yet been explored on a theoretical level.This research attempts to explore the following issues: First,how did the level of returnee faculties’ job satisfaction during the early career evolve from the 1980 s to the 21 st century? Second,are there any discrepancies on the initial satisfaction of young returnees from different types of cities? Third,what are the key factors affecting the initial satisfaction of young returnee teachers? Fourth,how to improve the initial satisfaction of young returnee teachers?Job satisfaction of young returnee faculties(JSYRF)in the early career was measured by using the designed questionnaire within the conceptual framework of faculty job satisfaction by Hagedorn and faculty satisfaction over time by Rosser.In this study,the research group collected 488 questionnaires from 46 universities to explore the changes of JSYRF over time and the main factors affecting job satisfaction.In addition,in-depth interviews with 25 returnee teachers were conducted,to analyze the deep-seated reasons of JSYRF characteristics,and explored the mechanism of the talent policy on the earlycareer JSYRF.The main conclusions are as follows:The level of JSYRF in the early career is lower than that of ordinary college teachers,and the trend of JSYRF does not increase significantly from 1979 to 2017.The dimensions of job satisfaction include the work itself,the culture adjustment and the relatively high level of host country environment adjustment.Workgroup,work condition,and life support are at medium level.Compensation and benefits are the lowest aspects of job satisfaction,however overtime,it has improved significantly.JSYRF in early career is the lowest in the new first-tier cities,such as Nanjing and Wuhan.JSYRF in first-tier cities fluctuated strongly in recent years,and the satisfaction of compensation and welfare has been quite low.JSYRF in second-tier cities is the highest,but the culture adjustment and host environment adjustment should be improved.Based on the SEM model of impact factors,the study found that in 2008-2017,the work group was the main influencing factor,followed by the work itself.As far as time alignment is concerned,salary and living support have gradually become the key influencing factors in the past five years.Moreover,there is a significant positive correlation between reentry adjustment and job satisfaction in the early career.Policy support has a positive influence on the JSYRF in recent years,whereas compared with the workgroup and work itself,the impact coefficient of policy support is quite low.Thus,the policy support has a certain limitation on the promotion of JSYRF.Otherwise,through further interview analysis,it is found that the profit spillover generated by the talent project has double-sided effects on the JSYRF.What’s more,the implementation of the talent project is lagging and lack of systematic management among national government,provincial government and college,which all have a negative impact on the JSYRF.Finally,implications and suggestions for returnee faculties,university management and government bodies are discussed.The findings hold important implications for those overseas returnees who are seeking positions in universities and the higher education managers to understand the experiences of returnee faculty. |
PDF Full Text Request