In recent years, universities in northeastern China have been losing teachers. This paper uses the survey results of university teachers in Northeastern China to analyze the factors that cause the loss of teachers in universities in Northeastern China. Based on the findings of this study, the factors that affect the flow tendency of teachers at worklife include promotion and development, university management, working conditions, salary and interpersonal relationship, of which promotion and development has the greatest impact. The factors that affect the flow tendency of teachers in the external environment include family responsibility, organizational prestige, conditions for talent acquisition and urban living environment, of which organizational prestige has the greatest impact. To alleviate the loss of teachers in universities from northeastern China, universities can improve the promotion and development channels of teachers, perfect their working conditions and management level, raise the basic salary standard of teachers and establish a remuneration system for distribution according to performance. For good measure, they can also stabilize the current teachers while attracting more outstanding talents by exploiting the advantages of location, making more efforts to build high-level disciplines, and offering more favorable conditions for talent introduction.

近年来，东北地区的大学教师不断流失。本文利用对东北地区高校教师的调查结果，分析了造成东北地区高校教师流失的因素。根据本研究的结果，影响教师工作生活流动倾向的因素包括晋升与发展、大学管理、工作条件、薪酬和人际关系，其中晋升与发展影响最大。外部环境中影响教师流动倾向的因素包括家庭责任、组织威信、人才获取条件和城市居住环境等，其中组织威信影响最大。为缓解东北地区高校教师的流失，高校可以完善教师的晋升和发展渠道，完善教师的工作条件和管理水平，提高教师的基本工资标准，建立按绩效分配的薪酬制度。另一方面，还可以通过发挥区位优势，加大高水平学科建设力度，为人才引进提供更有利的条件，稳定现有师资队伍，吸引更多优秀人才。