基于大五人格的高校教師周邊績效決定因素研究.pdf

1、河北經(jīng)貿(mào)大學(xué)碩士學(xué)位論文基于大五人格的高校教師周邊績效決定因素研究姓名：杜欣申請學(xué)位級別：碩士專業(yè)：行政管理指導(dǎo)教師：陳亮20070606河北經(jīng)貿(mào)大學(xué)碩士學(xué)位論文 IIAbstract In recent years, China has achieved rapid development in the scale of higher education, but the quality of hig

2、her education. namely, the cultivation of high- quality creative talents are still unable to fully meet the needs of economic and social development. A large body of research shows that teacher

3、s in colleges and universities of higher learning is the key to improving the quality of personnel training. Improving the quality of teachers, strengthen the building of a contingent of teach

4、ers, it is necessary to adopt a variety of measures, using a variety of methods which can be passed to establish a sound scientific and rational mechanism for examination, a comprehensive, obj

5、ective, accurate evaluation of their overall performance. thus the incentive effects of playing is a very important link. 1993 Contextual Performance (Contextual Performance) concept, change the pa

6、st only a single dimension of the importance of this task performance and further improve the performance evaluation system. Contextual Performance theories among the University Teachers for an a

7、ll- round understanding of the overall performance of a new perspective. Only clear the structure of Contextual Performance and performance factors can effectively improve the performance of teach

8、ers in colleges and universities around the management level. For this reason, the study of Chinese culture, Western scholars in a wide range of reference on the basis of the results of simil

9、ar studies. Use economics and management science, psychology, organizational behavior and human resource management and other more mature theoretical tools This special group of university teachers

10、. Localization of the data used by teachers in colleges and universities around performance and the structure of the five personality dimensions (statistically significant difference. Five Factor