The Problems and Countermeasures in the Incentive Mechanism for Young Teachers: The Case of Z Vocational and Technical College in Zhejiang Province, China

Abstract

Background and Aims: China has expedited the reform of vocational education in recent years by fostering highly trained individuals, integrating industry and education, and creating a modern system that fits the demands of economic upgrading and transformation. Within China's vocational education system, higher vocational education is a significant form of higher education that prepares highly skilled individuals for social and economic advancement as well as national growth. Consequently, the goals of this research were (1) to study the degree of the problems in the incentive Mechanism for young teachers. (2) to study the degree of the countermeasures in the incentive mechanism for young teachers. (3) to study the recommendations for the problems in the incentive mechanism for young teachers. (4) to study the recommendations for the countermeasures in the incentive mechanism for young teachers. This research was the case of Z Vocational and Technical College in Zhejiang Province, China. Methodology: The samples of this study are 180 young faculty members in Z Vocational and Technical College in Zhejiang Province, China, calculated by Taro Yamane’s formula and selected through an accidental random sampling technique. The instruments used in this study were 66 items with five close-ended rating scale questionnaires and open-ended recommendations with 0.92 reliability. The statistics encompassed frequency, percentage, mean, and standard deviation. Results: (1) The degree of the problems in the incentive mechanism for young teachers as a whole was rated as moderate. (2) The degree of the countermeasures in the incentive mechanism for young teachers as a whole was rated as high. (3) The five highest aspects of the problems in the incentive mechanism for young teachers were recognition, policy, supervision, salary, and security. (4) The five highest aspects of the countermeasures in the incentive mechanism for young teachers were the work condition, the relationship with supervisor and peer, the recognition, the policy, and the responsibility. (5) The three highest frequencies of the recommendation for the problems were as follows: The salary of young teachers should be appropriated with the field of education. The promotion channels should be clear and be informed to the teachers officially and the evaluating and appointment titles should be based on the merit system. (6) The three highest frequencies of the recommendation for the countermeasures were as follows: The salary, bonus, and special benefit of young teachers should be appropriated. The supervision of knowledge and skills of young teachers should be integrated and be assessed year on year and the administrative and academic policies to develop the young teachers should be accurate and clear. Conclusion: As a whole, the assessment points to mild problems with the young teacher incentive system, with particular issues with pay, policy, and recognition. To improve overall satisfaction and performance among young educators, effective tactics concentrating on better work conditions, income distribution, and merit-based evaluations appear to be in place, as indicated by the high rating of countermeasures.