Abstract:

Building a stable team of rural teachers is an important and urgent policy issue. At present, the stability mechanism has deficiencies, and it is found that “teacher supplement” is not the optimal strategy to stabilize the rural teachers, and it is easy to fall into the path dependence of “re-supplement”. At the same time, relying on administrative force or moral force to restrain the drain of rural teachers ignores the real needs of individuals. In spite of implementing economic or opportunity compensation policy to retain rural teachers, the impact of the organizational environment of rural schools on teacher drain was not taken into account. Besides, the efforts to stabilize rural teachers had focused on the education system and lacked external support to help rural teachers staying in rural school. Therefore, the strategies to build a long-term stability mechanism of rural teachers should be optimized. First, adhere to the synchronous promotion of supplement and retention, and consolidate the foundation of the stability of rural teachers. Second, meet the real needs of rural teachers and comprehensively improve the quality of their lives. Third, focus on the improvement of the organizational environment of rural schools to create a warm and harmonious organizational atmosphere. Finally, combined with the implementation of the rural revitalization strategy, enhance the attraction of rural social space.

Key words: rural teachers, teacher drain, stability, long-term mechanism