| In the context of "Double-Top" construction,the growth and development of teachers,especially the development of young and middle-aged teachers,is crucial to the establishment of "First-Class disciplines" and " First-Class universities" in colleges and universities.The young female teachers of colleges and universities(that is,"female green peppers")are the mainstay of the young teacher team,and paying attention to the development and performance of "female green peppers" in today’s strict "rigid" evaluation system is important for the construction of young teachers in colleges and universities.This article adopts a qualitative research method,and intends to find out the “flexible”incentive method of “female green pepper” and the different performance of “female green pepper”through interviews with five young female teachers of N University.Using MVP theory analysis,it is found that the five factors in the ARCS-V theory are differently reflected on the "female green peppers" of N University and classified them:(1)The "female green pepper" who choose to "go forward".Under the influence of the “rigid”system,these young female teachers are able to integrate their own interests with the requirements of the system.They fully understand the system and have a clear time consciousness and research plan.Such female teachers have strong adaptability to the system,are full of confidence in the system,have high satisfaction,and have strong willpower.In the face of a "stiff" system,they show wisdom and strength,a clear positioning for themselves and unlimited confidence in development.(2)The "female bell peppers" adapted to the system "step by step".Such young female teachers also have a more detailed understanding of the “rigid” system,but due to various factors,they have to reduce part of their research interests to ensure that they can meet the requirements of the system and achieve qualified evaluation results.They have insufficient confidence in themselves and the system,lack of motivation and great pressure.This part of "female green peppers" may represent the state of confusion,helplessness,and anxiety of most young female teachers in colleges and universities when they first entered college.(3)The "female green pepper" who insists on self-defying the system.Under the "rigid" evaluation system with mixed opinions and controversy,there are still some young female teachers with a passion for academics,a passion for teaching,persistence in themselves,and persist in their own interests regardless of the framework of the system.In their opinion,as a college teacher and a scholar,the supremacy of interest is the foundation of academic research,and it is also a manifestation of the willpower that constantly pushes them forward.This kind of "female green pepper" has strong self-confidence,strong planning,high satisfaction,and strong initiative.According to the research results,this article puts forward some feasible suggestions for different types of young female teachers in colleges and universities.(1)Continue to maintain and improve the incentive effect of salary on female teachers.(2)Clarify the rules and time points of the evaluation system.(3)Avoid the rigidity of the "rigid" system and increase flexibility.(4)Reduce the failure cost of “female green peppers” and increase pre-job training.(5)Develop various “talent packages”.(6)Develop a differentiated assessment system. |
