Study Of University Teachers’ Career Growth Driving And Associated Factors

Hu Jintao had announced in the National Conference on Science and Technologythat China would establish innovation-oriented country in2020. He also pointed outthat we should create a favorite environment and bring up innovative talents, and Thecultivation of innovative talents lays a lot on education.The national medium andlong-term plan for education reform and development2010-2020pointed out thateducation should be based on teachers. Only with good teachers would we have goodeducation.Teachers are the foundation for the existence and development ofuniversities. The quality of teachers’ determines the quality of universities and alsothat of teaching, scientific research and social services.Therefore, research onteachers’ career growth driving factors and associated effect not only become thestrategic need of the development of tertiary education in our country but also has animportant significance for constructing innovation-oriented country.Previous research on career growth has focused on people such as employees andcareer managers. Little research has been done on university teachers’ career growth.Being established on ordinary university teachers, this paper have made a deeptheoretical research and empirical analysis on driving factors and associated effect ofuniversity teachers’ career growth based on questionnaire survey. This research firstlycombs the literatures about career growth while driving factors and associated effectof career growth. Then founded on relevant theories about career growth, we dotheoretical exploration based on the content analysis method on the inner mechanismof university teachers’ career growth drivers and associated effect, build thecorresponding theoretical model and put forward the research hypothesis. Accordingto the more than1,000samples of ordinary university teachers, we validate thetheoretical models and assumptions with statistical methods such as variance analysis,factor analysis, structural equation and regression analysis. Finally proposescountermeasures and suggestions according to the results we got.Through theoretical analysis and empirical test, the main conclusions of thispaper are as follows.(1) Driving factors of career growth includes human capital,social capital, psychological capital and organizational environment. Each of themincludes different dimensions.(2) Human capital has some significant impact onuniversity teachers’ career development; social capital has a significant impact onuniversity teachers’ career growth; psychological capital has some significant onuniversity teachers’ career growth; organizational environment has a significant impact on university teachers’ career growth.(3) In associated effect, job satisfactionincludes four dimensions while organizational commitment includes three. Jobsatisfaction plays a partial intermediary role between university teachers’ careergrowth and turnover intention. Organizational commitment also plays a partialintermediary role between university teachers’ career growth and turnover intention.(4) The results of independent sample t-test and variance analysis show that inaddition to the marital status and political landscape, other demographics variablessuch as gender, income level, physical condition, major and positions, all havesignificant differences in one or all dimensions of career growth.(5) In order topromote university teachers’ career growth, the government should make institutionfoundation for the university teachers’ career growth. Universities should establishteacher career development center. The individuals need to improve capacity of signaltransmission.The innovation points of this study are as follows.(1) Studied the problem ofuniversity teachers’ career growth, broadened the research field of vision for careergrowth and made the object of study in the field more plentiful.(2) Explored thedevelopment and survey of measuring scale of the university teachers’ career growthwhile made reliability analysis and validity analysis.Divided the university teachers’career growth into four dimensions.(3) Analyzed the impact that antecedents such ashuman capital, social capital, psychological capital and organizational environmenthas to university teachers’ career growth and expanded the research space for careergrowth.(4) Constructed the associated effect model of university teachers’ careergrowth. Selected job satisfaction, organizational commitment and turnover intentionas the main outcome variables and verified the function path from each dimension ofcareer growth to each outcome variables.