| University has the mission of knowledge production and dissemination. With the competition of higher education market increasingly fierce, universities paid more attention to the loyalty and creativity of its members, especially of teachers. Therefore, for universities, a series of practical problems became urgent to solve which included that how to retain good teachers and increase their loyalty and hard working to the organization in order to enhance the level of teaching and scientific research, improve education quality and efficiency, and cultivate high-quality talent to meet the needs of the community. Based on the practical problems, from psychological contract of teachers and the universities, the dissertation attempted to explore and study why teachers loyal to the organizations, what is the relationship between such loyalty and teachers'dedication behaviours and what is the impact of it on the organization's strategy and long-term development.Based on the socio-cultural background of China, the dissertation adopted empirical research methods to explore the dimension structure, measurement model, as well as the impact relationship of teachers'organizational commitment(OC), organizational citizenship behavior(OCB), and universities'organizational performance(OP). By convenience sampling and subjective sampling, a total of 703 valid questionnaires were collected. Using various statistical analysis methods, the data was analyzed to verify the research hypotheses, and then the verification results were explained and discussed.The main contributions and innovative points of the dissertation are as the following three aspects.(1) On the aspect of theoretical research, the dissertation included five contributions. Firstly, the four-factor model of university teachers'organizational commitment was developed to establish foundation for further exploring its relationship with other variables. Secondly, the influence of personal background on OC and OCB of university teachers was tested, through which control variables were found to deeply research their relationship. Thirdly, the impact of teachers'OC on OCB was verified to be significantly positive. The result enriched the theoretical research content of individual attitudes, behaviours and performance,and also laid a theoretical foundation for further researching the performance evaluation of university teachers. Fourthly, the reliability and validity of the OP's measurement model for teaching and research universities were tested. The model expanded the applications of Balanced Scorecard for non-profit organizations, and provided a theoretical foundation for performance evaluation and management of China's higher education. Fifthly, the impact mechanism of teachers'OC on universities'OP was verified, which provided a theoretical basis for policy-making about human resources management in Chinese universities.(2) On the aspect of research method, the dissertation provided four contributions. Firstly, the university teachers'organizational commitment scale(OCS) was exploited to provide measurement tool for teachers'OC research in China. The scale enriched cultural connotation of OC from retention perspective and enhanced the practicality and applicability. Secondly, the possible common method variance was appropriately controlled by expanding the data sources, disrupting the item sequence and designing reverse items, etc.. These measures will provide a reference for similar research aftertime. Thirdly, structural equation modeling(SEM) was used to not only verify the relationship of the variables, but also analyze the impact mechanism of each dimension. Fourthly, the partial and complete mediate role was tested by SEM which simplified the statistical procedures to a certain extent.(3) On the aspect of practical application, the dissertation included five contributions. Firstly, the psychological motivation of teachers'loyalty to their university was clarified and the retention motivation was confirmed different among teachers of different individual background. The results had guiding significance for the talent's introduction, maintenance, incentive and other the personnel policy-making in universities. Secondly, the impact of teachers'ethics binding on their dedicated behavior was confirmed. The result has reference value for universities to cultivate and train teachers. Thirdly, the evaluation model of universities'OP was put forward to provide a new idea and framework for evaluation of Chinese higher education. Fourthly, the impact of teachers'loyalty on their universities'OP was confirmed. This result shows clearly direction to universities'organizational culture and performance management. Fifthly, the impact of teachers'dedicated behaviours on the universities'OP was verified. The result provided a new thought for performance evaluation of university teachers.
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