乡村振兴背景下农村幼儿教师离职倾向的影响机制研究——基于有调节的中介效应分析

doi:10.16382/j.cnki.1000-5560.2022.06.006

摘要/Abstract

摘要：

稳定农村教师队伍是乡村振兴背景下发展学前教育的关键。本研究采用工作压力量表、工作冷漠感量表和离职倾向量表，抽样调查了10省22县（市）3790名农村幼儿教师，分析了工作压力与工作冷漠感对离职倾向的影响。研究发现，工作压力能够显著预测教师离职倾向；工作冷漠感在工作压力和离职倾向之间起中介作用，且间接效应大于直接效应；编制身份能够调节工作压力对离职倾向的直接预测作用与工作冷漠感的中介作用。为降低农村幼儿教师离职倾向，需综合施策：将教师工作量控制在合理水平，提高教师综合待遇，创设友好的人文环境，保证教师编制充足供给。

关键词: 农村幼儿教师, 离职倾向, 工作压力, 工作冷漠感, 编制身份

Abstract:

Stabilizing the teachers team is the key to the development of rural preschool education in the context of rural revitalization strategy. By using the work stress scale, work apathy scale and the turnover intention scale, this study investigated 3 790 rural preschool teachers in 22 counties(cities) of 10 provinces and analyzed the influence mechanism of work stress and work apathy on turnover intention. The results show that work stress can significantly predict teachers’ turnover intention. Work apathy plays an intermediary role between work stress and turnover intention, and the indirect effect is larger than the direct effect. The authorized staff status can regulate the mediating effect of work stress on turnover intention and work apathy. A combination of measures should be taken to alleviate the turnover intention of preschool teachers in rural areas, including keeping the workload at a reasonable level, improving the comprehensive treatment of preschool teachers in rural areas, creating a friendly organizational climate and increasing the supply of preschool teachers who have authorized staff status in rural areas.

Key words: rural preschool teachers, turnover intention, work stress, work apathy, authorized staff status

王涛, 李梦琢, 刘善槐, 张雪. 乡村振兴背景下农村幼儿教师离职倾向的影响机制研究——基于有调节的中介效应分析[J]. 华东师范大学学报(教育科学版), 2022, 40(6): 82-96.

Tao Wang, Mengzhuo Li, Shanhuai Liu, Xue Zhang. Research on the Influence Mechanism of the Turnover Intention of Rural Preschool Teachers under the Background of Rural Revitalization: Analysis of a Moderated Mediation Model[J]. Journal of East China Normal University(Educational Sciences), 2022, 40(6): 82-96.

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变量	题目	参数显著性估计				因素负荷量	题目信度	组成信度	收敛效度
变量	题目	Unstd.	S.E.	t-value	p	Std.	SMC	CR	AVE
工作压力	A1	1.000				0.823	0.678	0.935	0.742
	A2	1.038	0.015	67.248	***	0.883	0.780
	A3	1.042	0.015	67.653	***	0.886	0.786
	A4	1.025	0.016	65.725	***	0.870	0.757
	A5	0.980	0.016	62.438	***	0.842	0.709
工作冷漠感	B1	1.000				0.619	0.383	0.851	0.541
	B2	1.764	0.042	41.532	***	0.907	0.822
	B3	1.808	0.045	40.294	***	0.841	0.708
	B4	1.110	0.033	33.559	***	0.651	0.423
	B5	1.104	0.035	31.759	***	0.607	0.368
离职倾向	C1	1.000				0.668	0.446	0.825	0.550
	C2	1.309	0.030	43.314	***	0.933	0.870
	C3	1.002	0.024	41.177	***	0.762	0.581
	C4	0.934	0.030	30.887	***	0.551	0.304

变量	基本统计量		相关系数及区分效度
变量	M	SD	工作压力	工作冷漠感	离职倾向
工作压力	2.368	1.032	0.861
工作冷漠感	1.896	0.812	0.372^***	0.736
离职倾向	2.383	0.975	0.568^***	0.288^***	0.742

	点估计值	系数相乘项		Bootstrapping				相对效应值
		系数相乘项		Bias-Corrected 95% CI		Percentile 95% CI
		SE	Z	Lower	Upper	Lower	Upper
总效应	0.590	0.017	34.121	0.556	0.624	0.555	0.624	—
间接效应	0.425	0.024	17.541	0.375	0.469	0.378	0.472	72.07%
直接效应	0.165	0.016	10.195	0.133	0.198	0.133	0.197	27.93%

回归方程		回归系数显著性
结果变量	预测变量	β	Boot下限	Boot上限	t
工作冷漠感	性别	0.058	?0.078	0.193	0.834
	年龄	?0.008	?0.011	?0.005	?5.780^***
	工作压力	0.522	0.490	0.554	31.743^***
	编制身份	0.208	0.090	0.326	3.446 ^**
	工作压力×编制身份	?0.085	?0.130	?0.040	?3.721^***
	R²	0.380
	F	370.328^***
离职倾向	性别	0.285	0.138	0.432	3.804^***
	年龄	?0.014	?0.017	?0.011	?9.269^***
	工作压力	0.538	0.492	0.583	23.304^***
	工作冷漠感	0.233	0.178	0.288	8.331^***
	编制身份	?0.408	?0.549	?0.267	?5.670^***
	工作压力×编制身份	?0.085	?0.146	?0.024	?2.712^**
	工作冷漠感×编制身份	0.167	0.090	0.244	4.259^***
	R²	0.511
	F	449.637^***

险种	享受比例		未享受比例
险种	在编	非在编	在编	非在编
养老保险	89.57%	57.46%	10.43%	42.54%
失业保险	64.66%	39.95%	35.34%	60.05%
医疗保险	93.17%	60.17%	6.83%	39.83%
生育保险	63.56%	40.79%	36.44%	59.21%
工伤保险	61.13%	46.57%	38.87%	53.43%
住房公积金	93.17%	18.77%	6.83%	81.23%
职业年金	30.79%	3.85%	69.21%	96.15%