The Impact Of University's Performance Allowance System On Organization Commitment Of Teachers

Content: With the progress of China 's entry in WTO and internationalization acceleration, it needs to invest and commit in talents for that China's higher education tends to be internationality and industrialization. Nowadays, the competition of universities is also the competition of talents. The significant problem is how to attract and keep those talents. The key issue to keep existing talents in universities is to increase university's organization commitment by teachers. Only if increasing teachers' organization commitment within university, Teachers will remain in university and would like to make efforts to the university. Meanwhile, increasing teachers' organization commitment within university is the significant factor to attract talents as well. Whether or not talents are willing to join a university, the resignation rate of teachers and the evaluation by teachers within the university are all important reference criteria. High levelized organization commitment is the determinant factor of the teaching group stabilization due to the level of teachers' organization commitment is the optimal index for forecasting the resignation rate of teachers. Our scholars Liu Xiaoping & Wang Chongming use the simulated experiment to research the preceding variable. The research results indicate there are nine factors to affect organization commitment; however it excludes rewarding system (university performance allowance system). My researches mainly focus on university performance allowance system and discuss the relationship among performance allowance & impartial cognition and organization commitment which impartial cognition is intermediary variable of performance allowance and organization commitment. Based on studying various documents, my dissertation describes the basic structure pattern and research assumption. It includes three sections. The first section is an interview research part to understand the major composing factor of Chinese current university performance allowance and make a performance allowance scale. Moreover, preliminarily verify and improve the idea and assumption of the dissertation. The second section is the scale pre-testing to prove the structure effectiveness and reliability. The third section implement inquiring researches to quantitatively further explore the dissertation idea by the questionnaires from schools of comprehensive research university of Jiangxi province. The research'results present that the performance allowance based on capability evaluation is most effective to allocation equitableness and organization commitment, the performance allowance based on performance evaluation is more effective to allocation equitableness and organization...