2015年2月，中组部、人力资源和社会保障部联合下发《关于机关事业单位县处级女干部和具有高级职称的女性专业技术人员退休年龄问题的通知》。《通知》将“具有高级职称的女性专业技术人员”纳入延迟退休政策的适用主体，同时，赋予她们自主选择延迟退休与否的权利。

中职学校具有高级职称的女教师属于此次延迟退休年龄政策涉及的“具有高级职称的女性专业技术人员”范畴。《通知》执行后，将这一群体的退休年龄由此前的55岁，推迟至60岁。如自愿申请55岁退休，则须经历繁复冗长的程序。然而，通过前期调研可知，北京市某中职学校符合延迟退休条件的女教师对于延迟退休的反应消极。自2015年3月1日至今，样本所在单位年满55岁具有高级职称的女教师均选择正常退休，50岁以上具有高级职称的女教师的预期退休年龄均为55岁。本研究基于最大差异抽样，选取10名女教师进行深度访谈，探讨“中职学校具有高级职称的女教师延迟退休的制约因素”。

研究得出以下结论：

在个人层面，制约女教师延迟退休的因素主要包括健康风险、经济保障、家庭中心性价值取向、对于延迟退休政策的态度、职业倦怠、工作价值观；

在组织层面，制约女教师延迟退休的因素主要包括人际关系、制度环境、组织公正、教学自主权、学校领导者；

在社会层面，制约女教师延迟退休的因素主要包括家校矛盾和政策挑战。

基于上述研究结论，本研究提出以下改善中职学校具有高级职称的女教师延迟退休态度的策略：营造尊重教师、信任教师的组织氛围；创设情理并重的制度环境；创设严宽相济的组织环境；赋予教师充分的教学自主权；提升教育行业的社会公信力；完善社会保障体系。

In February 2015, the organization department of the CPC central committee and the ministry of human resources and social security jointly issued the notice on the retirement age of female cadres at the county level and female professionals with senior professional titles in government institutions. The circular includes "female professional and technical personnel with senior titles" as the main body of the policy, and gives them the right to choose whether to postpone retirement or not.

Female teachers with senior professional titles in secondary vocational schools belong to the category of "female professional and technical personnel with senior professional titles" involved in the policy of delaying retirement age. After the execution of the notice, the retirement age of this group was postponed from 55 to 60. Voluntary retirement at the age of 55 requires a lengthy process. According to the preliminary investigation, female teachers in a secondary vocational school in Beijing who meet the conditions of delayed retirement have a negative reaction to delayed retirement. Since March 1, 2015, all female teachers with senior titles and over 55 years old in the sample units have chosen to retire normally, and the expected retirement age of female teachers with senior titles and over 50 years old is 55 years old. Based on the maximum difference sampling, this study selected 10 female teachers for in-depth interviews to discuss the "factors restricting the delayed retirement of female teachers with senior titles in secondary vocational schools".

The study came to the following conclusions:

At the personal level, the factors restricting the delayed retirement of female teachers mainly include health risk, economic security, family centered value orientation, attitude towards the delayed retirement policy, job burnout and work values.

At the organizational level, the factors restricting women teachers from retiring later include interpersonal relationship, institutional environment, organizational justice, teaching autonomy and school leaders.

At the social level, the factors restricting the delay of retirement of female teachers mainly include home-school conflicts and policy challenges.

Based on the above research conclusions, this study proposes the following strategies to improve the delayed retirement attitude of female teachers with senior titles in secondary vocational schools. Creating the system environment with equal attention to reason; Create an organization environment that is both strict and broad; To give teachers full teaching autonomy; Enhance the social credibility of the education industry; We will improve the social security system.