Study On The Structure And Improvement Of University Teachers' Organizational Commitment

With the rapid development of China higher education, the management of universityteachers has become the focus of various universities. Management based onpsychological contract between the university and teachers funded a new era ofhuman capital management. University teachers'organizational commitment is apsychological link between university and teachers. It affects not only the attitude,efficiency and turnover intention of teachers, but the efficiency of universityorganization and it is also an important factor which determines the success of highereducation.The purpose of this research is to investigate the internal structure and improvementtactics of university teachers'organizational commitment. For these purposes, 210valid open questionnaires were collected, some relevant references were researched,some standard research method, such as exploratory analysis, factor analysis,regression analysis and correlation analysis and SEM, AHP are employed.The conclusions drawn from this research are as follows:Firstly, this research proposed the concept of university teachers'organizationalcommitment.Secondly, university teachers'organizational commitment is composed of 5 factors:ideal commitment, normative commitment, economical commitment, affectivecommitment and environmental commitment.Thirdly, the whole level of university teachers'organizational commitment is low.Fourthly, this research proposed relevant tactics to improve university teachers'organizational commitment.The main contributions and innovative points of this research are following threeaspects:On the aspect of the theoretical research, this research extends the field oforganizational commitment and university management. It also provides thetheoretical basis for management of human capital in university.On the aspect of practical application, this research propose five effective measuresfor improving the level of university teachers'organizational commitment such as organizational support, campus culture, career planning, management system, professional ethics and pay system. This suggestion is in line with the current expectations of university teachers to a certain extent. On the aspect of research method, this research designed the questionnaires and provided a new measurement tool for university teachers'organizational commitment. In addition, this research used the SEM to analysis data and proposed the improvement tactics based on AHP.