Research On The Influence Of Teacher's Organizational Fairness On Job Performance In Beijing K12 Education And Training Institutions

In the current round of basic education curriculum reform,it is the general trend to reduce the burden of learning for primary and middle school students,and changes in many schools have followed.On the one hand,relatively rich elective content has become a curriculum for schools to compete for.The number of subjects that students have access to is also higher than in the past,but the number of study hours has not increased,which also poses a challenge to teachers to transfer knowledge within a limited period of time;On the other hand,many schools in Beijing leave school earlier than parents 'working hours.When parents do not leave work,they will not be able to pick up their children on time.This has also become a concern for many parents.However,these are unprecedented opportunities for extracurricular guidance institutions in primary and secondary schools.As the capital,Beijing has the most abundant teaching resources and study needs.At present,the standard of living is constantly improving,and the education of the next generation will be paid more attention to.Then the development of extracurricular counseling institutions has met the needs of this market and is full of opportunities for vigorous development.After investigating a number of K12 educational and training institutions in Beijing,this paper finds that there are many unfair phenomena in the employment of teachers and the management of institutions in the company,such as unfair curriculum distribution and unfair salary calculation,which brings unfair working experience to teachers.K12 teachers 'sense of organizational fairness and the influence of organizational dedication on work performance are the perspectives of this paper,so as to provide useful inspiration for the management of K12 education and training institutions in Beijing and even in China.From the perspective of the teachers of the Beijing K12 counseling institution and the teachers of more than 200 K12 education and training institutions in Beijing,this paper conducted a questionnaire survey.After consulting and studying the relevant documents on organizational fairness,organizational dedication,and work performance,The author hopes to verify the relationship between organizational fairness,organizational dedication and work performance of teachers in Beijing K12 counseling institution,and explore the relationship between organizational integrity and intermediary between organizational fairness and work performance.This paper hopes to draw some conclusions through this kind of empirical evidence,and can put forward some applicable management suggestions and perspectives to the K12 teacher training institution in Beijing,and at the same time provide a direction for how the K12 education counseling industry in China to improve staff performance.The research results show that under the background of the rapid development of China's current education industry,Hefa Silver reflects the sun and the moon,and Danxin is hot and new."It has always been a true portrayal of the teacher's dedication spirit.The teacher himself has enthusiasm and responsibility for the work of teaching and solving problems.However,many training institutions have also caused a high rate of loss of training teachers,and this paper finds that fair distribution,fair procedures,and fair communication have a positive impact on the organization's professionalism.K12 training teachers 'organizational dedication also has a positive impact on their mission performance and peripheral performance.At the same time,K12 training teachers' organizational respect has a complete intermediary between distribution fairness,procedural fairness,fair communication,and task performance.K12 training teachers to organize the degree of respect in the distribution of fair,fair procedures,fair communication and peripheral performance between part of the intermediary.Based on the relevant conclusions,Then establish and maintain a reasonable compensation system and system,pay attention to teachers 'self-management and participation atmosphere,set up a practical feedback and communication mechanism,strengthen the measurement of teachers' organizational professionalism and focus on training,strengthen the construction of corporate culture and enhance teachers 'recognition Such methods will provide some perspectives for the management of educational and training institutions,thereby improving their mission performance and peripheral performance and achieving organizational goals.