中小学教师流动意向的实证探析：基于全面薪酬理论视角

An Empirical Analysis of Teachers' Job Transfer Intention： From Total Compensation Theory Perspective

教师流动与流失是社会热点话题，如何吸引和保留优秀教师是教育管理的重要内容，也是保证基础教 育质量的关键。利用北京、云南、吉林三省市1097名中小学教师调查数据，以全面薪酬理论为基础，研究发现：内 外在薪酬对中小学教师工作满意度有显著正向激励作用，且内在薪酬的激励作用更大；工作满意度对中小学教师 流动意向有显著负向影响；外在薪酬除通过工作满意度间接影响流动意向外，还会直接对中小学教师流动产生显 著负向影响。内、外在薪酬对不同特征教师工作满意度及流动意向的影响存在差异。

Teacher transfers and loss is one of the hot social topics. How to attract and retain good teachers is one of the most important parts of education management and tt is also the key to ensure the quality of education. Based on the total compensation theory， in this study， we used questionnaire survey data of 1097 primary and secondary school teachers from Beijing， Yunnan and Jilin and came to the following conclusions： Both intrinsic and extrinsic compensation had a significant positive effect on teachers' job satisfaction， and the intrinsic compensation played a greater role; the extrinsic compensation had a signit— cant impact on the teachers? job transfer intention through job satisfaction， and tt al^o had signiticant negative impact on the teachers' job transfer intention directly； and among different groups， the impact of in- trinsic and extrinsic compensation on teachers' job satisfaction and transfer intention were different.