Study On The Solutions Reducing Sense Of Job Insecurity For Teachers In Independent College

A job is important to people's life, and also a best way for people to show their values to the society. With the fierce competition of globalization, various modes of employment and rapid technological change, the uncertainty of employment environment makes the sense of job insecurity a universal phenomenon, and greatly impacts an individual's work and life. Independent Colleges, after a decade of rapid development, has become an important part of higher education in China. Led under the Board of Trustees and managed by the Dean, Independent Colleges uses an approach similar to the flexible modern management mechanism that hires employees by signing labor contracts, promotes the superior and demotes the inferior. This management mechanism doesn't exist in public colleges and universities; it is a trial in China. The pressures of competition and uncertain employment relationship make the teachers working in independent college easily perceive the threat. Because most of these teachers are young and lack of experience in their career, it will make them uncertain about their competence, career, and future. These conditions will certainly affect the teachers'devotion to Independent colleges. They usually feel pressure and lack of the sense of belonging. Independent College, as a new mode of high education in China, the scale of enrollment decides it development. To survive is its basic objective and basic condition for its sustainable development. There is a great contradiction between the pursuit of excellence in education, the recognition of society and the job insecurity among the teachers. To begin with the contradiction, this article tries to find out the solutions to effectively reduce the sense of job insecurity among the teacher in Independent Colleges of China.Firstly, the article reviews the theories and findings relevant to job insecurity from its five aspects:its concept, organizational model, antecedent variables, outcome variables, and adjusting variables.Secondly, the article puts forward the sources of job insecurity in Independent College by document analysis, observation, interview and questionnaire survey. Then it analyzes the cause of job insecurity and discusses the outcome variables (Organizational Commitment and Turnover Intention) that job insecurity brings to Independent College, so as to bring about the purpose of the study in this article and discover the basic idea to reduce job insecurity among the teachers in Independent Colleges.Finally, this article focuses on the solutions reducing job insecurity among the teachers working in independent college. And this part is the core content of this article. From the organizational environment and software construction, this article proposes the human resource management strategy of "organizational culture as the foundation, career development as the support, excellent teachers as the mainstay. Three measures are intertwined and interact with each other. The construction of college culture provides the environment for the teachers'career, and also a standard for the definition of excellent teachers. Career development is the premise for excellent teachers to be employed, used, and promoted. The excellent teachers are manifestation that career development system has been implemented and is working in Independent Colleges.I hope the research of this article will play a role in attracting more valuable opinions on the construction of the faculty of Independent College and the development of the colleges.