Includes references (pages 150-161).

"Faced with the serious status of teacher attrition, it is necessary to study the teachers' retention mechanism of Guangxi local public universities. The lack of systematic, scientific and reasonable teachers' retention mechanism in Guangxi local public universities is the main reason for teacher attrition. This dissertation investigates the current situation of teachers' retention mechanism in Guangxi local public universities, analyzes the influencing factors of teachers' retention mechanism and the problems of teachers' retention mechanism content in Guangxi local public universities, and proposes a series of suggestions to optimize the teachers' retention mechanism. To achieve this purpose, the researchers used a methodological research design that combined quantitative and qualitative research. The study illustrated the factors influencing the teachers' retention mechanism and the current status of the content of the teacher retention mechanism in Guangxi local public universities through the data collected from the survey, and the researcher also used a valid reliability test questionnaire using a 5-Likert scale. The survey was conducted on 365 teachers in Guangxi local public universities. The results showed that there is insufficient job preparation and teachers cannot be hired in time: the management methods of teachers' job appointment are outdated and the management methods of teachers' transfer are lacking. Also, the teachers' development platform is limited and teachers' salary level is low. It was also noted that the school's performance appraisal index setting is unreasonable teaching, and the performance appraisal program of secondary colleges lacks rationality and fairness. The emphasis on material rewards, light spiritual rewards. Honor reward measures such as content setting needs to be revisited. The existence of these problems makes the school unable to meet the physical needs, security needs, social needs, respect needs and self-fulfillment needs of teachers, unable to make them feel safe and stable, and unable to promote teachers' work motivation and creativity, so it causes serious teacher turnover and low willingness of teachers to stay. To address these problems, the researcher proposed an enhancement plan for teacher retention." --Abstract

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