文李珊,易庆鑫

在市场化办学与治理规范化并行的背景下，民办高校教师队伍稳定性逐渐成为影响办学质量的重要因素。基于广东省民办高校全职教师问卷数据（N=297），本文构建结构方程模型，分析薪资满意度、工作压力、晋升机会、学校氛围、职业合作、决策参与与变革型领导对离职意向的影响，并检验感知公平的调节作用。研究结果表明，职业合作、决策参与与薪资满意度显著降低离职意向，工作压力显著推高离职意向；晋升机会、学校氛围与变革型领导对离职意向具有稳定抑制作用。感知公平不仅直接降低离职意向，还能缓冲工作压力的负面影响，并在公平不足情境下增强领导行为与薪资因素的补偿效应。研究表明，以程序公平为抓手，有助于在资源约束条件下稳定教师长期预期。

民办高校；教师离职意向；组织公平；市场化办学

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