|
|
|
| The effect of salary equity perception on the retention intention of public-interest kindergarten teachers： The mediating effect of salary satisfaction and the moderating effect of opportunity equity perception |
| LIU Yan, SONG Liqin |
| Faculty of Education, Beijing Normal University, Beijing 100875 |
|
|
|
|
Abstract In order to study the impact of salary equity perception on the retention intention of public-interest kindergarten teachers and the moderating effect of opportunity equity perception in it, the salary equity perception scale, salary satisfaction scale, opportunity equity perception scale and retention intention scale were used to conduct a questionnaire survey among 1656 public-interest kindergarten teachers. The results showed that： （1） The salary equity perception positively predicted retention intention. （2） Salary satisfaction partially played an intermediary role between salary equity perception and retention intention. （3） Opportunity equity perception could adjust the impact of pay satisfaction on retention intention. The higher level of opportunity equity perception, the stronger retention intention of public-interest kindergarten teachers. The results showed that creating a fair and friendly working environment was of great practical significance for stabilizing the public-interest kindergarten teachers and improving the quality of education.
|
|
|
|
|
|
[1] 陈守红. (2007).珠海市幼儿教师专业发展现状调查与分析. 华中师范大学硕士学位论文.
[2] 程秀兰, 高游. (2019). 陕西省普惠性幼儿园发展的现状、问题及对策. 陕西学前师范学院学报, 35(12), 105-111.
[3] 杜屏, 朱菲菲, 杜育红. (2013). 幼儿教师的流动、流失与工资关系的研究.教育与经济, 29(6), 59-65.
[4] 龚婧. (2020). 学校组织结构对教师工作投入的影响——组织承诺的中介作用与包容型领导的调节作用.教育科学研究, 31(5), 53-59.
[5] 李少梅, 黄怡冰, 康康, 张玉, 殷鹏霞. (2011). 陕西省幼儿教师资源配置的现状与存在问题分析及解决对策.学前教育研究, 25(6), 9-14.
[6] 刘焱, 史瑾, 裘指挥. (2011). “国十条”颁布后学前教育发展的现状与问题.教育发展研究, 33(24), 1-6.
[7] 孟天广. (2012). 转型期中国公众的分配公平感:结果公平与机会公平.社会, 32(6), 108-134.
[8] 斯蒂芬·P·罗宾斯, 蒂莫西·A·贾奇. (2012).组织行为学. 北京: 中国人民大学出版社, 165.
[9] 王默, 杨冬梅, 董洋. (2016). 完善非在编幼儿教师待遇保障机制的研究.中国人民大学教育学刊, 6(2), 54-66.
[10] 王勇明, 付鹏, 郭坚华. (2008). 高校教师薪酬满意度及影响因素探析.高教探索, 24(3), 120-125.
[11] 温忠麟, 叶宝娟. (2014). 有调节的中介模型检验方法:竞争还是替补?心理学报, 59(5), 714-726.
[12] 吴敏, 刘若冰. (2009). 基于社会交换的组织公平研究.西南民族大学学报(人文社科版), 31(12), 241-244.
[13] 吴筱萌. (2014). 中小学校际不公平的表现维度:基于教师的感知.教育学术月刊, 31(10), 60-65.
[14] 肖海燕, 彭虹斌. (2020). 英国中小学教师流失:特征、原因及其应对策略.比较教育研究, 56(4), 58-65.
[15] 叶宝娟, 符皓皓, 雷希, 游雅媛, 陈佳雯. (2018). 组织公平感对农村幼儿教师离职倾向的影响:有调节的中介模型.中国临床心理学杂志, 26(5), 1030-1033.
[16] 于倩倩, 尹文强, 黄冬梅, 孙葵, 魏艳. (2016). 公立医院医师薪酬公平感与工作满意度、离职倾向的关系研究.中国卫生资源, 19(3), 199-202.
[17] 朱琪, 罗科技. (2008). 薪酬公平:前因与后果.华东经济管理, 23(6), 92-97.
[18] Barber, A. E., & Simmering, M. J. (2003). Understanding pay plan acceptance: The role of distributive justice theory.Human Resource Management Review, 12(1), 25-42.
[19] Chew, J., Chan, C. (2008). Human resource practices, organizational commitment and intention to stay.International Journal of Manpower, 29(6), 503-522.
[20] Heneman, H. G., Schwab, D. P. (1985). Pay satisfaction: Its multidimensional nature and measurement.International Journal of Psychology, 20(1), 129-141.
[21] Michaels, C. E., Spector, P. E. (1982). Causes of employee turnover: A test of the mobley, griffeth, hand, and meglino model.Journal of Applied Psychology, 67(1), 53-59.
[22] Shaw, J. D., Gupta, N. (2001). Pay fairness and employee outcomes: Exacerbation and attenuation effects of financial need.Journal of Occupational and Organizational Psychology, 74(3),299-320.
[23] Tremblay M., Sire B., & Ba Lkin, D. B. (2000). The role of organizational justice in pay and employee benefit satisfaction, and its effects on work attitudes. Cirano Working Papers, 25(3), 269-290.
[24] Whyte M. K.(2010). Myth of the social volcano: Perceptions of inequality and distributive injustice in contemporary China. Calif: Stanford University Press. |
|
|
|
