高校教师组织公平、组织承诺与离职倾向关系研究
发布时间：2018-11-26 09:07
【摘要】：一般来说,增强个体的组织公平感可以提升其组织承诺水平,这样有利于减弱离职意向和减少职行为。本文研究在回顾国内外已有离职研究成果基础上,以高校教师为样本,以组织公平、组织承诺为变量构建离职模型,来研究高校教师离职倾向受组织公平、组织承诺的影响,从而为高校管理者提高教师组织公平与组织承诺水平,减少教师离职倾向提供理论依据及管理建议。 本文调查了南京地区6所高校的教师,获得了有效调查问卷669份,采用因子分析和结构方程分析方法,运用SPSS17.0和AMOS7.0软件进行模型检验,得到如下结论：(1)高校教师组织公平感和组织承诺的三维度划分是符合样本数据的；(2)组织公平三个维度中,分配公平对高校教师组织承诺的影响最为显著,尤其对持续承诺影响最大；(3)高校教师的规范承诺水平很大程度上受程序公平影响;(4)互动公平与高校教师情感承诺之间具有高度相关性；(5)分配公平、程序公平对高校教师离职倾向具有显著影响,互动公平对高校教师离职倾向的影响较小；(6)组织承诺在分高校教师组织公平感与离职倾向之间承担完全中介作用。
[Abstract]:Generally speaking, enhancing an individual's sense of organizational fairness can enhance their organizational commitment, which helps to reduce turnover intention and job behavior. On the basis of reviewing the existing turnover research results at home and abroad, this paper studies the influence of organizational fairness and organizational commitment on the turnover intention of university teachers, taking university teachers as a sample, organizational commitment as a variable, and organizational commitment as a variable to construct a turnover model. Therefore, it provides theoretical basis and management advice for university administrators to improve teachers' organizational fairness and organizational commitment level, and to reduce teachers' turnover intention. In this paper, the teachers of 6 universities in Nanjing area were investigated, and 669 effective questionnaires were obtained. The method of factor analysis and structural equation analysis was used to test the model by using SPSS17.0 and AMOS7.0 software. The conclusions are as follows: (1) the three dimensional division of organizational fairness and organizational commitment of college teachers is consistent with the sample data; (2) among the three dimensions of organizational justice, distributive equity has the most significant impact on teachers' organizational commitment, especially on continuing commitment; (3) the standard commitment level of university teachers is greatly influenced by procedural equity, (4) there is a high correlation between interactive fairness and college teachers' emotional commitment. (5) Distribution fairness, procedural fairness has significant influence on college teachers' turnover intention, and interactive fairness has little effect on college teachers' turnover intention; (6) organizational commitment plays a complete intermediary role between the sense of organizational fairness and turnover intention of teachers in colleges and universities.
【学位授予单位】：南京理工大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G645.5
本文编号：2358085
[Abstract]:Generally speaking, enhancing an individual's sense of organizational fairness can enhance their organizational commitment, which helps to reduce turnover intention and job behavior. On the basis of reviewing the existing turnover research results at home and abroad, this paper studies the influence of organizational fairness and organizational commitment on the turnover intention of university teachers, taking university teachers as a sample, organizational commitment as a variable, and organizational commitment as a variable to construct a turnover model. Therefore, it provides theoretical basis and management advice for university administrators to improve teachers' organizational fairness and organizational commitment level, and to reduce teachers' turnover intention. In this paper, the teachers of 6 universities in Nanjing area were investigated, and 669 effective questionnaires were obtained. The method of factor analysis and structural equation analysis was used to test the model by using SPSS17.0 and AMOS7.0 software. The conclusions are as follows: (1) the three dimensional division of organizational fairness and organizational commitment of college teachers is consistent with the sample data; (2) among the three dimensions of organizational justice, distributive equity has the most significant impact on teachers' organizational commitment, especially on continuing commitment; (3) the standard commitment level of university teachers is greatly influenced by procedural equity, (4) there is a high correlation between interactive fairness and college teachers' emotional commitment. (5) Distribution fairness, procedural fairness has significant influence on college teachers' turnover intention, and interactive fairness has little effect on college teachers' turnover intention; (6) organizational commitment plays a complete intermediary role between the sense of organizational fairness and turnover intention of teachers in colleges and universities.
【学位授予单位】：南京理工大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G645.5
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