| The argument of attaching importance to talent cultivation and improving the quality of education has attracted much attention from the society.As an important supplement to higher education,private colleges and universities have made important contributions to improving the popularization rate of higher education in China.In2007,the Ministry of Education formulated Several Regulations on the Management of Private Colleges and Universities,which guided the healthy development of private higher education in accordance with the policy of active encouragement,strong support,correct guidance and legal management.With the fierce competition between private colleges and public colleges,there is a trend that private colleges and universities are far inferior to public colleges and universities in terms of teachers’ welfare and school running conditions;To a certain extent,this has led to the loss of teachers in private colleges and universities,and even affected the normal teaching in some private colleges and universities.The resignation of teachers in private colleges and universities has also attracted the attention of scholars and carried out relevant research.This study takes the turnover of teachers in Lanzhou XX College as the research object,and uses the Price-Mueller(2000)model theory,Mobley ’s intermediary chain model and other turnover models.By issuing questionnaires and interviews to teachers,it reveals the current situation and characteristics of teachers ’ turnover in Lanzhou XX College,and deeply analyzes the reasons for teachers ’ turnover.The main reasons for turnover from the social level are low social support,many external employment opportunities and lack of kinship responsibilities.The main reasons at the organizational level are high work pressure,low salary satisfaction,insufficient distribution fairness and lack of diversified incentive mechanism.The reason at the individual level is that the career development path is limited and the work participation is not high.Based on the relevant research results of turnover,combined with the development status of Lanzhou XX College,this paper puts forward the coping strategies for the turnover of teachers in Lanzhou XX College,including establishing a scientific salary and welfare system,optimizing the performance appraisal system,strengthening career development support,improving communication and participation mechanism,and improving teachers ’ identity.Finally,it puts forward the safeguard measures to strengthen the financial support,strengthen the campus humanistic care,improve the school hardware and software environment,and improve the early warning mechanism of the loss of school teachers.This study can help Lanzhou XX College understand the shortcomings in the management of its teaching staff,and improve the stability of the teaching staff through improvement strategies.This study also has reference significance for similar private college and universities. |
