| The research objecetives were to examine the factor structure of university teacher's organizational commitment, its antecedents(such as demographic variables, perceived organizational support and perceived organizational justness) and its consequences (such job performance). For the purpose, the date wer collected by interviewing, relevant references' analysis, questionnaires.The conclusions drawn by this research were as follows:First, university teachers' organizational commitment are composed of six factors: affective commitment, ideal commitment, relative commitment, condition commitment, continuance commitment and obligate commitment. Six factors can explain total questionnaires' 68.011%. The result of confirmatory factor analysis again proved that the modle of six factor is a perfect modle.Second, no differences by gender and education were found. Marriage can affect university teachers' affective commitment; the position can affect university teachers' ideal commitment; age can affect university teachers' affective commitment; tenure can affect university teachers' affective commitment, relative commitment, continuance commitment and ideal commitment.Third, perceived organizational support affected affective commitment, ideal commitment, relative commitment, condition commitment, continuance commitment and whole organizational commitment, but it diden't affect university teachers' obligate commitment. Perceived organizational support can explain organizational commitment's 57.2% of variance.Fourth, perceived organizational justness can affect affective commitment, ideal commitment, relative commitment, condition commitment and whole organizational commitment. Perceived organizational justness can explain organizational commitment's 41.9% of variance.Finally, condition commitment, continuance commitment and obligate commitment only forecast task performance. Organizational commitment can explain job performance's 20.9% of variance.
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