伴随幼儿园体制改革，普惠幼儿园占比达到 80%左右。私立园作为公立园强有力的 补充，受到家长越来越多的关注。幼儿教师工作满意度对幼儿教师的工作稳定性、工作 积极性以及工作业绩有很大影响。响应国家号召积极升学前教育质量就需要关注幼儿

园教师工作满意度，建立高素质稳定的教师队伍。 本文聚焦在私立幼儿园教师工作满意度现状研究及其原因分析。利用文献研究法对

国内外专家学者的相关研究进行总结归纳，然后运用案例分析法、问卷调查法、访谈法 等研究方法，从工作本身、工作环境、工作报酬、园长管理和晋升升迁五个维度实际调 查 M 集团私立幼儿园教师工作满意度现状，并结合幼儿园当下运营状况进行原因分析并 出改进建议。目前通过问卷调查收集 133 位幼儿园教师的工作满意度数据，并抽取四 位内部教师进行访谈，在对收集到的数据进行满意度影响因素分析、相关性分析以及回 归性分析，M 集团幼儿园教师工作整体满意度为 3.62，介于一般和比较满意之间。五个 维度满意度得分均高于 3 分，其中工作本身满意度最高达到基本满意 4 分多。而工作环 境和园长管理满意度略高于平均值 3.62，但未达到比较满意。进修升迁方面满意度略 低于平均值，但处于一般满意状态。工作报酬得分最低，仅略高于 3 分。此外通过研究 发现:性别工作报酬、晋升升迁方面差异明显，幼儿园男教师在这两方面满意度更高。 学历越高，整体工作满意度、园长管理、工作报酬、晋升升迁、工作环境和工作本身的 工作满意度降低。其中硕士学历对薪酬待遇方面满意度最低。年龄在晋升升迁方面差异 显著:41-50 岁年龄段晋升升迁满意度最低，31 到 40 岁其次。不同婚姻样本对于工作 满意度, 园长管理, 工作报酬, 工作环境, 工作本身不会表现出显著性。

结合 M 集团发展现状，总结教师满意度低的原因如下:企业层面:企业偏家族式管 理，领导不重视人才培养、教师个人发展。通过教职工子女念书优惠捆绑教师，不注重 教师专业度发展。给予教师的福利差。教师层面:因为薪酬待遇等原因导致教师个人职 业认可度低;个人发展受限，工作积极性不高。社会层面缺少财政投入保障幼儿教师的 利益，无法享有与中小学教师同等的薪酬福利。缺少教师评审机制，无法为老师供平 等的晋升机会。

针对上述问题以及原因剖析，升针对性升幼儿园教师工作满意度的建议:企业 领导层转变观念，重视人才的培养与发展，营造人本文化。完善人才培养制度，建立教 师多元发展通道。完善教师奖励机制，精神层面和物质层面双管齐下。教师个人要培养 积极工作的态度，升自我专业能力和水平，加强与其他教师的沟通与分享。此外政府 要加大财政投入，完善幼儿园教师评审机制。

With the reform of kindergarten system, the proportion of inclusive kindergartens reached about 80%. As a powerful complement to public gardens, private gardens have attracted more and more attention from parents. The job satisfaction of preschool teachers has a great impact on their job stability, enthusiasm and performance. In response to the national call to actively improve the quality of preschool education, we need to pay attention to the job satisfaction of kindergarten teachers and establish a high-quality and stable teacher team.

This paper focuses on the current situation of job satisfaction of private kindergarten teachers and its cause analysis. Use the literature research method to summarize the relevant research of experts and scholars at home and abroad, and then use the case analysis method, questionnaire survey method, interview method and other research methods to investigate the current situation of job satisfaction of private kindergarten teachers in M Group from the five dimensions of work itself, work environment, work remuneration, kindergarten head management and promotion, and combine the current operation status of kindergarten to analyze the reasons and put forward suggestions for improvement. At present, 133 kindergarten teachers' job satisfaction data are collected through a questionnaire survey, and four internal teachers are selected for interviews. After analyzing the factors affecting satisfaction, correlation analysis and regression analysis of the collected data, the overall job satisfaction of kindergarten teachers in M Group is 3.62, which is between general and relatively satisfactory. The satisfaction scores of the five dimensions are higher than 3 points, among which the satisfaction of the job itself is the highest and more than 4 points are basically satisfied. However, the satisfaction of the working environment and the management of the kindergarten head was slightly higher than the average of 3.62, but not quite satisfactory. The degree of satisfaction with further study and promotion is slightly lower than the average, but it is generally satisfactory. The lowest score of work remuneration is only slightly higher than 3. In addition, the study found that there are significant differences in gender job remuneration and promotion, with male kindergarten teachers having higher satisfaction in these two aspects. The higher the education level, the lower the overall job satisfaction, principal management, job compensation, promotion, work environment, and job satisfaction of the job itself. Among them, a master's degree has the lowest satisfaction with salary and benefits. There is a significant difference in age in terms of promotion and promotion: the age group of 41 to 50 has the lowest satisfaction with

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promotion and promotion, followed by the age group of 31 to 40. Different marriage samples do not show significant effects on job satisfaction, principal management, work compensation, work environment, or work itself.

Based on the current development situation of M Group, the reasons for low teacher satisfaction are summarized as follows: at the enterprise level, the enterprise is partial to family-type management, and leaders do not attach importance to talent training and personal development of teachers. Bind teachers through preferential study for the children of teachers and staff, and pay no attention to the professional development of teachers. The welfare given to teachers is poor. At the teacher level: teachers' personal professional recognition is low due to salary and other reasons; Limited personal development and low work enthusiasm. At the social level, there is a lack of financial investment to protect the interests of preschool teachers, and they cannot enjoy the same salary and welfare as primary and secondary school teachers. There is no teacher evaluation mechanism to provide teachers with equal promotion opportunities.

In view of the above problems and the analysis of the reasons, the suggestions to improve the job satisfaction of kindergarten teachers are as follows: the leadership of enterprises should change their ideas, pay attention to the cultivation and development of talents, and create a people-oriented culture. We should improve the talent training system and establish multiple development channels for teachers. We will improve the incentive mechanism for teachers, both at the spiritual and material levels. Teachers should cultivate positive working attitude, improve their professional ability and level, and strengthen communication and sharing with other teachers. In addition, the government should increase financial investment and improve the kindergarten teacher evaluation mechanism.