The Exploring Of The Influential Factors On University Teacher Organizational Commitment In Hunan Province

From the visual angle of public human resources management, this thesis combines human resources management, management psychology and organizational behavior theory, and uses such methods as the analysis of documents, specific interview, questionnaire investigation and statistical analysis to research the structure, the present conditions and the influential factors of university teacher organizational commitment in Hunan Province.The results of research are as shows. Firstly, the university teacher organizational commitment in Hunan Province is in the middle level, and a four-factor model of it is firstly discovered, including affective commitment, normative commitment, ideal commitment and cost commitment. The level of them is as follows: the highest is normative commitment, the second is affective commitment, the next is ideal commitment and the lowest is cost commitment. Secondly, the demography variables impact on the four factors of university teacher organizational commitment are different: there are significant differences in gender, marital status and tenure in the four factors; between the teachers whose age are above fifty and below forty in the factor of normative commitment; between the teachers whose education are bachelor's degree and above bachelor's degree in the factors of affective commitment and cost commitment; between the teachers whose title are professor and associate professor, lecturer, assistant in the factor of affective commitment; and between the teachers whose title are assistant and professor, associate professor, lecturer in the factor of ideal commitment. Thirdly, the influential factors of the teacher affective commitment are organizational job insurance and organizational life insurance; the influential factors of the teacher normative commitment are organizational culture satisfaction and sense of organizational belonging; the influential factors of the teacher ideal commitment are organizational job insurance, leaders and colleagues satisfaction and work load satisfaction; the influential factors of the teacher cost commitment are reward satisfaction, work load satisfaction and educational background.Based on the conclusions, four proposals are put forward to enhance the level of university teacher organizational commitment. Firstly,putting human-oriented management into effect to strengthen the university teacher affective commitment. Secondly, establishing influential organizational culture and atmosphere to improve the university teacher normative commitment. Thirdly, carrying out scientific teacher professional career management to satisfy the university teacher ideal commitment. Fourthly,constructing a fair and reasonable performance assessment and compensation system to improve the university teacher cost commitment.