Investigation On The Satisfaction Of Salary Incentive For Professional Education Teachers In Chifeng City

As a front-line position for cultivating professional talents,vocational colleges are an important part of China's education.In recent years,with the increase of the number of students of vocational schools,the requirements for teachers in vocational schools have gradually increased.However,while demanding the quality and ability of teachers,there are major problems in salary distribution and incentives.It is mainly reflected in the poor salary incentive effect,the decrease in teachers' satisfaction with salary and the large differences in salary issues between teachers with different professional titles.What needs to be clear is that improving the remuneration package and meeting the salary incentive requirements play an important role in attracting outstanding talents,cultivating teachers' competence and stimulating teachers' work enthusiasm.Therefore,this study used questionnaires and structured interviews to investigate the current salary status of vocational high school teachers in the vocational high school in Chifeng,Inner Mongolia.In the survey,seven representative vocational high school teachers in Chifeng area were randomly surveyed,and the collected data were processed and analyzed by SPSS21.0 software.Firstly,the reliability and validity of the questionnaire were compared with the dimensions extracted from the literature.The analysis,under the premise of ensuring the validity of the questionnaire,investigates the status and satisfaction of teachers' salary incentives in Chifeng.In addition to the questionnaire survey,in-depth interviews were conducted for teachers with different professional titles,and the problems existing in the status quo of salary incentives were explored from the perspective of qualitative analysis.Through the combination of quantitative research and qualitative research,we find that the salary satisfaction of teachers in vocational schools in Chifeng is relatively low,mainly because of the large dissatisfaction with internal compensation.In addition,in direct payroll,there is still much controversy about paying wages according to performance.Through interviews with teachers at different levels,the study found that teachers' attitude towards the salary system increased with the improvement of the teacher level.Teachers with higher professional titles are more satisfied with the current salary system.Combined with the current situation in Chifeng,Inner Mongolia,the author analyzes the reasons for the dissatisfaction of the salary mainly because of the uneven macro-finance allocation and the micro-distribution system.Specifically,the government gives the school a low degree of autonomy,and at the same time,when the school pays the salary,The means are too old-fashioned to make a correct quantification of the teacher's achievements.In this form,effective measures are mainly aimed at the government and schools.The government should increase investment to ensure the supply of resources in the rear,and specific to the school,should start from the basic performance-based wage system and strictly control the distribution.To achieve the effectiveness and sustainability of compensation incentives.