Incentive mechanisms, work engagement, and productivity of higher education teachers in China: Basis for faculty development plan

This paper determined the relationship among variables incentive mechanism, work engagement and work productivity of teachers in selected universities in China.Utilizing valid and reliable questionnaires as the main source of data, this study utilized the descriptive research method.There are 337 respondents who participated in the survey; they are employed in Jiangmen Polytechnic, Wuyi University, and Hunan Institute of Engineering in China during the period of this research.Female teachers outnumber their male counterparts while majority of the respondents are in the age bracket of 31-40 years old, and almost half of them have attained masteral degree and with only 1-5 years work experience.In the chosen locale of the study, the incentive mechanisms, and work engagement contribute to work productivity of the teachers.Regardless of profile variables age, sex, educational attainment and wok experiences, their responses are the same as regards the three variables incentive mechanisms, work engagement, and work productivity.The more incentive mechanisms the institution offers toteachers, the better will be their work engagement.One important findings of this study is that work productivity is greatly enhanced by incentive mechanisms, and work engagement is also a measure to enhance productivity.Institutions of higher learning should continue to endeavor to design reasonable and effective salary reward system, regular teachers' training and professional development activities, as well as provide faculty with professional development resources, give teachers certain teaching autonomy, so as to engage faculty to work enthusiasm and dedication, improve teachers' productivity, and finally achieve the high quality development of higher education.