教师同市县际流动关乎义务教师师资均衡发展。在城镇化进程驱动下，在“以县为主”教育财政体制作用下，义务教育教师的自主流动不仅表现在跨区域的“向东走”或县域内的“乡村进城”，也表现在已有研究较少关注的市域内区县间。市域内教师县际流动的单向性问题会导致弱势区（县）师资流失，不利特定区域师资均衡发展。为此，有必要研究教师同市县际流动的意向及其具体动因，为实践中师资管理提供参考，丰富对教师自主流动多样性和复杂性的学术理解。

以S市为例，基于推拉理论和效用理论，结合定性和定量的分析方法，统计该市六区一县义务教育公立学校1043位样本教师的流动意向，探索性分析教师考虑同市县际流动的决策过程和动因，并以二元Logistics回归模型量化同市县际流动意向的影响因素。

研究发现：有三成教师考虑流动，教师换校意愿强但退教意愿低；教师倾向同市县际流动，弱县存在优质师资流失隐患；乡村教师流失有所减缓，但其自身专业成长动力不足，相反，县城教师县际流动意向增强。

同市县际流动意向是教师评估各方压力和自身能力，兼顾生存与发展、个体与家庭的效用理性决策。该意向受到相对工资、工资房价比、匹配同伴比例、高人力资本教师比例等要素的显著负向影响，受到家校距离的显著正向影响。此外，年工资收入对家校距离近的教师县际流动意向的影响更大，家校距离对年工资收入高的教师县际流动意向的影响更显著，这一交互结果表现出稀缺要素边际效用更大的特点。

城镇化、家庭伦理规范和职称评聘管理是教师同市县际流动意向的间接影响因素。城镇化进程影响家庭定居选择，教师为实现职住平衡、降低通勤压力而选择县际流动。家庭伦理规范作为一种社会文化观念，通过家庭责任和个体亲情需求深刻影响教师近家流动。部分区（县）的一级教师岗位因县级财力不足及职称评聘管理不当而紧缺，初级教师因职称评定需求而选择县际流动。

基于研究发现，本文建议：改革义务教育教师工资保障机制，平衡市域内各县教师年薪；加强弱势区（县）城镇化建设；提高中高级职称比例，改善评审条件，改进指标分配管理方式；剥离非教育教学任务，精简校园活动；学校有目的地引才、用才，形塑组织氛围，打造教师专业发展共同体；改进乡村教师的补贴福利机制，融入激励专业发展成分，促进教师专业成长。

Teachers' inter-county mobility within the city is related to the balanced development of teachers in compulsory education. Driven by the process of urbanization and under the function of "county-based "education financial guarantee mechanism, the compulsory education teachers' mobility is not only reflected in the large spatial scale of "flowing to the east in China" or small spatial scale of "flowing to city from the rural", but also reflected in the inter-county within the city which have been less concerned by the existing research.The one-way of inter-county mobility within the city will lead to the loss of teachers in vulnerable counties, which is not conducive to the balanced development of teachers.Therefore, it is necessary to study the intention and reason of teachers' inter-county mobility within the city, enrich the academic understanding of the diversity and complexity of teachers' autonomous mobility, and provide reference for the balanced management of teachers in practice.

Taking S city as an example, based on the push-pull theory and utility theory, combined with qualitative and quantitative analysis methods, this paper makes a statistical analysis of 1043 sample teachers' mobility intention of compulsory education public schools in seven counties of the city, explores the decision-making process and motivation of teachers' consideration of inter-county mobility within the city, and quantifies the influencing factors by binary logistic regression model.

It is found that 30% of the teachers have mobility intention, and they prefer to change schools rather than leaving the teaching profession. Teachers tend to inter-county mobility in the same city, while there is a potential loss of high-quality teachers in weak counties. The attrition of rural teachers has slowed down, but their motivation of professional growth is insufficient. On the contrary, the intention of inter-county mobility of urban teachers has increased.

The inter-county mobility within the city is a rational decision to evaluate teachers' own pressure and ability, taking into account the survival and development, the family and individual. Among them, relative salary, salary-housing prices ratio, the proportion of matching peers, and the proportion of teachers with high human capital have significant negative relationships with teacher mobility intention. Commuting distance has a significant positive relationship with mobility intention. In addition, the influence of annual salary on the inter-county mobility intention of teachers who has close home-school distance is greater, and the influence of home-school distance on the inter-county mobility intention of teachers with high annual salary is more significant. This interaction result shows that the marginal utility of scarce factors is greater.

Urbanization, family ethical tradition and professional title evaluation are indirect factors. The urbanization process affects the choice of family settlement , and teachers choose inter-county mobility within the city in order to shorten the distance from home to school and reduce the commuting pressure .As a local concept institution, family ethics tradition has a profound impact on the mobility of local teachers through family responsibility and family needs. The shortage of middle professional posts in some counties is due to improper management and individual reasons, which drives the outflow of junior teachers.

Based on the findings of the study, this paper proposes: firstly, reform the financial guarantee mechanism of compulsory education teachers' wages, balance the annual salary of teachers in each county,and strengthen the construction of urbanization.Secondly, increase the proportion of middle and senior professional titles, improve the evaluation conditions, and adjust the management mode of index distribution.Thirdly, separate the non-teaching tasks with a list, streamline campus activities. Fourly, the school should aim to attract and use teachers,improve the working atmosphere, build a professional development community for teachers.Finally, adjust the subsidy and welfare mechanism of rural teachers, integrate the incentive elements of professional development, so that promote the professional growth of teachers.