Research On Connection And Management Mechanism Of Universities Compensation、Teachers’ Organizational Commitment And Job Performance

Looking back on the ups and down of management science in the hundred-yearshistory, performance improvement is always the principal topic in the domain regardless ofschool or thought. With the advent of knowledge-dominated21st century, universities andcolleges, as the frontier that could be in a position to improve the overall quality andquantity of human resources for its full of advanced technology and knowledge, hasbecome the key to maintaining their core competitiveness. The survey on how to motivateand manage teachers to improve their effective, which is taken into consideration in thereform of universities management system, is still in the ascendant. Among those reforms,how to improve performance by the reform of the payment system is in the center. Based onthis, this paper launch a study on the relationship between pay and performance to explorethe “black box” between the two, establish a reasonable system of compensationmanagement to improve performance and maintain universities’ sustainable development.During the study, through literature reading, field interviews and other progressive, thepaper finds that teachers received more rights owing to the flat of management. As a result,teachers’ loyalty play an increasingly role in the development of universities, which meansuniversities need commitment of teachers. Following such path, this paper introducesteachers’ organization commitment as a mediator in the relationship between compensationsystem and performance. Moreover, by qualitative research with some related peopleincluding university teachers, human resource management experts, and universitymanagers, and empirical research with689valid questionnaires, this paper dig out ofuniversity salaries, teachers’ organizational commitment and performance. Moreimportantly, this paper finds that the relationship between universities compensation andjob performance is mediated by teachers’ organizational commitment, specifically the roleof their emotional commitment. In addition, the role of noneconomic promotion issignificant. and, The breadth of economic promotion should be broaden. Finally, this paperproposes a university management mechanism to improve performance.Specifically contribution and innovation of this paper are the following three aspects:First, the paper explores University teachers’ job performance by literature review andQualitative Research. In realm of organizational commitment, previous researcher too focuson backward-looking behaviors such as teacher’s dimission to ignore the importance of jobperformance. As a result, the paper integrates relevant literatures and interviews on spot,then concludes causes and effect of job performance. In other words, the paper explores theemergence and value creation mechanism of job.Second, teachers’ organizational commitment is the link between schools and teacherspsychology. Built on the perspective of related psychological traits, such as identity andemotional attachment with universities, this paper dig out some key factors, And build a conceptual model of teachers’ organizational commitment and universities compensationand job performance.Repeatedly verified by means of qualitative research, empiricalstudy,than finds that the relationship between universities salary and performance ismediated by teachers’ organizational commitment.Third, this paper integrates performance–based payment and broadband payment anddevelops a compensation system, which could be called as “class broadband pay”. Thesystem not only protects the fundamental interests of teachers, but also gives moreopportunities to teachers to get promotion. As a result, it could improve the effectiveness ofteachers and as a source for teachers and universities to maintain a sustainable competitiveadvantage.