A Study Of Teaching Staff In Private Colleges And Universities Under Low Organizational Commitment

The past 20 odd years have seen sustained progress and development in higher education of private colleges and universities in China, in particular, as the Promotion Law of Non-governmental Education has been implemented and brought into effect. However, after a series of extensive growth and elimination, they all encounter a bottleneck of development. The external factors mainly include: 1. the relevant policies of development for private colleges and universities by national or local governments; 2. the social prejudice against private colleges and universities; 3. the decline of population growth rate; 4. the economic fluctuations, etc. The internal factors mainly include: 1. the construction of teaching staff; 2. the teaching quality; 3. the development of disciplines and majors; 4. the management modes of private colleges and universities. Among the internal factors mentioned above, the construction of teaching staff is the first and foremost thing, which means cultivating and maintaining high-quality talents really matters. Otherwise, private colleges and universities will suffer a heavy loss of brain drain due to disproportion or instability among the teaching staff in schools of higher education, an appalling fact that will prevent school work from going smoothly, let alone teaching quality, development of disciplines or development of private colleges or universities.At present, a wide array of problems have arisen among the teaching faculty in private institutions of higher education, for instance, full-time teachers are out of proportion to part-time teachers, an uneven distribution of teachers with an intermediate title and those with a senior title exists, young teachers and retired teachers are the majority, highly-educated elites are greatly lacking, management modes are still imperfect, and so on. Such unsteady factors as a shortage of logistics support, unfavorable treatment in salary, less training, small room for promotion, coupled with the temptation from the outside world contribute to a disheartening loss of talents. By organizational commitment, we mean the recognition and consensus on the objectives and values of a group by its members, who are willing to invest their effort and devotion to the organization and to express a strong desire to serve the organization. The organizational commitment binds itsstaff with the organization closely together, which can also serve as a significant predictor for one’s leaving tendency. Against low organizational commitment, the working staff, with an imbued sense of insecurity and hesitancy, would hate to invest more passion and energy to their work, followed by behaviors like leaving office, leaving early, coming late or absence from work. Workers under low organizational commitment will have a rising turnover rate, posing problems like the rising costs of organization, employment and training, the growth of public order events, the decline of production, the rising of loss of waste products, the exertion of a negative influence on the morale of employees and on the organizational images, etc. Low organizational commitment has dealt a big blow to most enterprises, big or small, and caught much of their incessant attention, who would, from the study of organizational commitment, timely discover problems and find their solutions, adjust schemes and maintain talents.Based on the loss of teachers from the year 2009 to 2014 in CG, the writer investigates the root causes for the talent loss by referring to the Organizational Commitment Scale, in order to further analyze the current problems of teaching staff construction and their underlying reasons. Studies reveal that elements impacting the teaching staff construction in CG are as follows: a disproportion of structures, a lack of construction concepts, defects in management mechanism, scanty room for the upgrading of teachers, etc. In addition, targeted measures for improvement have also been proposed accordingly.Through a profound study of the key factors of teaching staff construction in private institutions under low organizational commitment, this paper has concluded the countermeasures of teaching staff construction embodied by the people-first, teaching-first and open-scale teaching staff training, and the insurance of system perfection. Besides, it attempts to solve the problem of talent flow from the internal and external backgrounds of colleges, and its results will play an exemplary role for private colleges and universities of the same kind.