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Zhaodonglong,Chotaejun 한국유통과학회 2013 KODISA ICBE (International Conference on Business Vol.2013 No.-
For further exploring the differences of incentive factors of university teachers with different professional title and different age, analyzing the incentive factors preference of university teachers with different characteristics, and accurately grasping university teachers' incentive factors, so as to provide theory basis and empirical support for attracting, retaining and stimulating college teachers. This paper takes LinYi university as the sample, exert the grey theory to empirically analyze the college and university teachers incentive factors, aim at teachers with different characteristics to make comparative study, adopt questionnaire method and the grey correlation degree analysis method to explore the incentive differences of university teachers between different titles and different age, and attempt to get realistic significance conclusion of university human resources management on theoretical and empirical aspects. At last, practical implications of the result is discussed.
Zhao Donglong,조태준,쥴리안,이상훈 서울대학교 교육연구소 2020 Asia Pacific Education Review Vol.21 No.1
The present study focuses on the relationship between university faculty members’ organizational citizenship behavior (OCB), affective organizational commitment, and organizational justice. OCB can be simply defined as extra-role behavior not prescribed in formal organizational rules or job descriptions that promotes organizational effectiveness. This study examined two dimensions of OCB at a university: OCB toward the organization and OCB toward individuals. Data were collected through a questionnaire returned by 257 university faculty members from one major university in Shandong Province, China. The results show a positive association in all three types of organizational justice: distributive, procedural, and interactional justice. Affective organizational commitment is the most influential predictor for university faculty members’ OCB. Since human resources (HR) conditions at Chinese universities are relatively unknown, these findings and implications can give valuable insights for educational policy makers, university administrators, and HR-related practitioners in China.