The Motivation Research Of Experimental Teaching Staff In Guangxi Colleges And Universities Based On Porter-Lawler Theory

In recent years, the education reform constantly. But generally speaking, it focuses on "education fairness" and "improve the quality of education". Due to the Economic Transformation and technological progress continually, Although the quantity of College graduates is sufficient each year, but it can’t meet the needs of society due to lack of quality. College students’ employment is always the problem, which has been troubled by students, parents, teachers and educational administrators. A lot of policies have been introduced by State Council, Governments and Education management departments to promote education reform and advocate the unification of the theory and practice. So that may enhance the quality of education, especially strengthen the cultivation of the college students’ innovation ability and practical ability. But the backward teaching staff of experiment has been difficult to meet the needs of education reform and development. What worse, it is more difficult to play well the key role to cultivate and improve college students’ practice ability. Therefore, it is very important and urgent to strengthen investigation, research and break motivation Puzzles for the experimental teaching staff of the Universities.In this study,12 colleges and universities in Guangxi were investigated, including questionnaires survey and interviews. Firstly, on the basis of Learning more about the current situation of Excitation and Job satisfaction about laboratory teaching staff in Guangxi colleges and universities, we summarized and described from five aspects of self-awareness, organizing training and career development, performance appraisal, compensation and benefits system, incentive system, etc. And using the mathematical statistics analysis method to study the different background variables whether there was a significant difference on individual post identity, job satisfaction, career advancement and growth, and work enthusiasm. Secondly, using Porter-Lawler incentive theory as analytical framework to describe and analysis in-depth and systematic about the incentive problems and causes. At last, combined with Porter-Lawler theory, we Put forward to change the status quo, to enhance the correlation between effort and performance; improve the performance appraisal management, and provide a reliable basis for remuneration standards; Improve the fairness of the pay distribution, reducing the remuneration gap insufficient incentives flu etc.