| Summary: | 碩士 === 國立臺南大學 === 教育經營與管理研究所碩士班 === 101 === The age of global “low birthrate” has come. In order to ease the problem of over-handed teachers resulted from low birthrate, except for proposing all supporting measures by educational administrative organizations, the faculty do their best as well to plan students recruiting activities. However, when the school supervisor assigns teachers to recruit students, there is a gap between teachers’ cooperation and administrators’ expectation. The gap is the Agency Problem in the Agency Theory. The reason why arising the agency problem is teachers’ reluctance to cooperate is the research focus of this study. Through the main conception of Agency Theory, this study probes into the reason for arising the agency problem when teachers recruit students and hopes to benefit managing human resource and executing recruitment in schools.
This study is sampling-based on schools’ scales and teachers’ positions; it samples 12 teachers from the elementary schools of different scales (large, medium, and small) in Hsinying District, Tainan City -- 4 administrative teachers, 4 regular teachers and 4 over-handed teachers to proceed semi-structural individual interview. It then analyzes and summarizes the interview results in order to understand the cause of the agency problem resulting from teachers’ recruiting students. The conclusion is as follows.
The negative attitudes of elementary school teachers toward conducting recruiting students are strong disobeying, passive resistance, and conformity action. This study emphasizes the extending of negative attitudes and probes into factors behind the agency problem. It finds 15 possible factors of arising the agency problem. And were discussed from the school education system, and the teachers'' personal cognitive aspects. There are eight factors in the school education system , including:
guaranteed teaching positions, which results in lacking vitality on campus; insufficient interaction and reliance between teachers and administrators, which influences the attitudes and inclination toward students recruitment; uncertain school recruiting policies or half-baked supporting policies, which influences students recruiting effects; formalized teachers evaluation without a system of rewards and penalties for students recruiting; the school’s difficult monitoring because of higher agency cost for administrators; uncertain education environment, which brings teachers a sense of helplessness for students recruiting; more complicated parent-teacher interactions, which causes the pressure of students recruiting for
teachers; the difficult resistance of low birthrate tendency, which makes teachers hard helpless for recruiting; and there are seven factors in the teachers'' personal cognitive aspects , including: insufficient consensus – teachers lack the approving of students recruitment; inconsistent culture or customs between recruiting and school organizations for participating students recruiting; teachers’ conservative thinking which makes cognition difference of students recruiting roles; conflicting with organization objectives, which influences attitudes toward recruiting students; teacher’s own insufficient representative, which results in bad students recruiting effects; the inclination of teachers’ participating in students recruiting influenced by the friendly sentiments with coworkers in school; insufficient passion for education, which causes teachers’ low coordination for students recruiting.
Finally, according to the study conclusions recommendations to provide the school as principal, teachers as an agent in the implementation of students recruiting , education administrative authorities as agency relationship between schools and teachers, and this study of interest in the follow-up researchers a reference direction.
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