First, the significance of primary and secondary school teachers' engagement research
Basic education is the education of citizens' basic cultural knowledge, the education of cultivating citizens' basic quality, and the education of laying a good foundation for individuals' further study or employment training. Therefore, the working attitude and effectiveness of primary and secondary school teachers have an important influence on the individual development of teenagers and the improvement of the overall quality of national education. In the previous psychological research on primary and secondary school teachers, more attention was paid to the negative psychological state, such as job burnout and mental health, while little attention was paid to the positive psychological research. Positive psychology pays more attention to the advantages and positive effects of individuals, rather than the shortcomings and negative effects of individuals. Even if teachers' negative psychological factors are eliminated, they may not have positive work motivation. Therefore, the study of positive psychology of employees is gradually replacing the study of negative psychology of defects and pathology [1].
Many scholars at home and abroad have done a lot of empirical research on the work attitude of primary and secondary school teachers in order to verify how a certain work attitude of primary and secondary school teachers affects their work performance. For example, many early studies focused on the relationship between teachers' job satisfaction and job performance, arguing that teachers with job satisfaction are not necessarily teachers with dedication and excellent performance. In other words, even if teachers are satisfied with their work, they may not make efforts for the school. The two are only related, and there is no causal relationship. Since then, the researcher has also studied the relationship between organizational commitment and job performance of primary and secondary school teachers. The results show that although teachers' organizational commitment is positively related to their job performance, the relationship between them is not strong. On the other hand, the researchers also discussed the relationship between job involvement and job performance of primary and secondary school teachers, and found that the relationship between them did not reach a clear conclusion. Throughout the research on different types of teachers' work attitudes, the relationship between these attitude variables and teachers' work performance has not been consistently verified.
At present, more scholars have studied employee engagement from the perspective of organizational behavior. The so-called organizational behavior is a science that comprehensively uses all kinds of knowledge related to people and adopts the method of systematic analysis to study the behavior law of people in a specific organization, so as to improve the ability of leaders to predict and guide the behavior of employees in the organization and achieve organizational goals more effectively. Hewitt Consulting Company used the theory of organizational behavior to investigate more than 100 enterprises, and found that the employee engagement of high-performance enterprises will be 20%~25% higher than the average level, and employee engagement is positively related to sales and profit return. Towers Consulting also found that for every 65,438+0% increase in employee engagement, its customer satisfaction will increase by 0.5%. Harter(2002) surveyed 7936 commercial units in 36 enterprises, and found that [2] employee engagement is closely related to organizational performance, which has a positive effect on improving organizational performance, profit margin and customer satisfaction, and can significantly reduce employee turnover rate, absenteeism rate and accident rate, and the correlation between employee engagement and these work behaviors and results is significantly higher than that between employee job satisfaction and them. Under this research background, the author puts forward the concept of the appointment system for primary and secondary school teachers, discusses the influencing factors of the appointment system for primary and secondary school teachers, and tries to put forward effective management measures for primary and secondary school teachers in order to improve the teaching level and educational effect.
Second, the definition of the appointment system for primary and secondary school teachers
(A) the traceability of engagement research
The earliest description of "dedication" in China appeared in the "Dedicated Music Group" in the Book of Rites, and Zhu also expounded "dedication, dedication to the cause", that is, dedication is to concentrate on your work and take it seriously. [3] In the west, the earliest concept of professionalism is closely related to religion, which means "God's arrangement" and "duty", that is, professionalism means obeying God's instructions, respecting and being responsible for one's career. [4]
The understanding of professionalism in China and the West is basically the same, and both represent the attitude or behavior of individuals who are responsible for their work and professional loyalty. There is also a definition of dedication in modern Chinese dictionaries, that is, dedication to one's own career and work. However, in recent twenty years, the theoretical research on engagement has become more and more in-depth, and there is no unified conclusion on the definition of engagement. At present, the research on engagement mainly focuses on two areas, namely, the theoretical and empirical research of researchers in the field of organizational behavior and the investigation conducted by several well-known management consulting companies around the world from the perspective of organizational behavior. Although there are still differences in the dimension division of engagement, the commonly used self-report questionnaire method is relatively simple, but it is this constant attempt that makes the research on engagement continue to advance and deepen.
(B) the concept of primary and secondary school teachers' participation
1. Research in the field of tissue ethology. Kahn, an American scholar, was the first to study engagement theoretically. [5] He summed up the concept of employee engagement by studying the relationship between self and job role. He believes that self and job role are a dynamic interactive relationship, and employee engagement behavior is the behavior that individuals put into job role-playing, including physiological input, cognitive input and emotional input. When employees are highly dedicated, they will put themselves into their work roles and show themselves through their work roles; When the degree of engagement is low, employees will leave their roles and avoid their roles, which may also lead to employees leaving their jobs.
Masla Herr regards engagement and job burnout as completely opposite poles. He regards energy, job involvement and high efficiency as three continuous dimensions of engagement, which are just the opposite of those of burnout, cynicism and low efficiency. [6]
Schaufeli and Maslach have similar views and formulated UWES (Utrecht Work en-Gage Scale). He also regarded engagement and job burnout as two opposite poles, but Shaffery changed the dimension of job engagement into dedication. Although both of them have similar meanings, and both express the degree of personal enthusiasm and love for work, he thinks that dedication is higher than work input. [7]
Haakanen also verified the conclusion that employee engagement and job burnout are completely opposite poles through an empirical survey of 2,038 primary and secondary school teachers. The results show that job requirements lead to job burnout, which in turn leads to low work ability; Working resources improve teachers' professional quality, and the lack of working resources will make teachers feel job burnout. [8]
2. Management consulting companies use the theory of organizational behavior to investigate engagement. Gallup Consulting is the first management consulting organization to investigate the attitude variables of engagement globally, and compares the engagement of employees in different countries. Harter, a researcher at Gallup Consulting, and others believe that the degree of engagement is employees' satisfaction and enthusiasm for their work, that is, when an organization can provide employees with ideal working conditions and environment, meet their needs, and enable employees to play their strengths and promote their growth, employees will regard themselves as part of the organization, think about problems with a sense of ownership, and have a strong sense of responsibility for the organization. [2] Hewitt Consulting Company evaluates employee engagement from three levels, and puts forward the 3S model of employee engagement, that is, Say (praise), the supporter and advocate of an organization, praising its own organization to the outside world; Stay-full of desire to become a member of the organization and hope to work in the organization for a long time; Struggle-go beyond the most basic requirements of the organization, work hard and get excellent performance. [9] Towers Consulting believes that engagement is the intensity that employees are willing to help the organization succeed, and divides employee engagement into two dimensions: rational engagement and emotional engagement.
3. Definition of primary and secondary school teachers' engagement. Based on the research results of employee engagement in different fields, the engagement of primary and secondary school teachers is defined as the degree to which teachers integrate themselves into their work roles, and generate recognition, devotion and dedication to their work, teaching team and school. The specific performance is to love the school, be responsible for teaching, be brave in innovation, make progress in learning, be willing to contribute and care for students.