GUIDELINE FOR DEVELOPING INCENTIVE MECHANISM MANAGEMENT FOR TEACHERS IN NANCHANG VOCATIONAL UNIVERSITY

Abstract

The study aims to investigate the current status and existing problems of the teacher incentive mechanism at Nanchang Vocational University, and to propose corresponding improvement strategies. Effective incentive mechanisms are crucial for attracting and retaining talent, developing potential, and fostering a positive competitive environment. Taking the teachers of Nanchang Vocational University as the research object, this study employed questionnaires and interviews to assess the current situation. Quantitative and qualitative analyses were performed on data collected from 297 teachers via questionnaire and 5 administrators via in-depth interviews. The survey covered aspects including the understanding and application of incentive theories, the implementation and evaluation of incentive measures, teaching quality management, and prospects for school development. The research identified several key issues within the existing incentive mechanism across six critical dimensions: an unclear mechanism management system with insufficient policy transparency, a compensation structure with weak links to performance, an unreasonable distribution system that hinders teaching innovation, a weakened psychological contract characterized by low mutual trust between teachers and administration, inadequate career development pathways that limit professional growth, and declining job satisfaction that affects teacher retention. These interconnected issues collectively undermine the motivational potential of the current system. Based on the findings and theoretical frameworks, the study proposes strategic recommendations for improving the incentive mechanism: 1) Reforming the compensation system to strengthen its performance-based linkage; 2) Enhancing the training system by integrating both external and internal development programs; 3) Improving career planning to align personal growth with institutional goals; and 4) Optimizing the evaluation system through flexible indicators, regular review processes, and clearer criteria. These suggestions are intended to provide a theoretical and practical foundation for the university to develop a more scientific and effective incentive system, thereby stimulating teacher motivation and creativity, improving educational quality, and supporting the sustainable development of the institution.