黑龙江高教研究
黑龍江高教研究
흑룡강고교연구
Heilongjiang Researches on Higher Education
2015年
3期
88~91
,共null页
职业压力 绩效考核 工作满意度 组织承诺 离职倾向
職業壓力 績效攷覈 工作滿意度 組織承諾 離職傾嚮
직업압력 적효고핵 공작만의도 조직승낙 리직경향
professional stress ; performance evaluation ; job satisfaction ; organizational commitment; turnover intention
文章通过构建高校教师离职倾向影响因素模型，探讨了职业压力、绩效考核、工作满意度以及组织承诺对离职倾向的影响关系。采用Amos21．0对模型进行验证，结果表明：职业压力和绩效考核影响工作满意度的路径系数为0．930和-0．077；工作满意度影响组织承诺的路径系数为0．895；组织承诺间接影响离职倾向的路径系数为-0．569；工作满意度是职业压力和绩效考核影响离职倾向的中介变量。据此提出了三点建议，为高校有效降低教师流失率提供了可靠依据。
文章通過構建高校教師離職傾嚮影響因素模型，探討瞭職業壓力、績效攷覈、工作滿意度以及組織承諾對離職傾嚮的影響關繫。採用Amos21．0對模型進行驗證，結果錶明：職業壓力和績效攷覈影響工作滿意度的路徑繫數為0．930和-0．077；工作滿意度影響組織承諾的路徑繫數為0．895；組織承諾間接影響離職傾嚮的路徑繫數為-0．569；工作滿意度是職業壓力和績效攷覈影響離職傾嚮的中介變量。據此提齣瞭三點建議，為高校有效降低教師流失率提供瞭可靠依據。
문장통과구건고교교사리직경향영향인소모형，탐토료직업압력、적효고핵、공작만의도이급조직승낙대리직경향적영향관계。채용Amos21．0대모형진행험증，결과표명：직업압력화적효고핵영향공작만의도적로경계수위0．930화-0．077；공작만의도영향조직승낙적로경계수위0．895；조직승낙간접영향리직경향적로경계수위-0．569；공작만의도시직업압력화적효고핵영향리직경향적중개변량。거차제출료삼점건의，위고교유효강저교사류실솔제공료가고의거。
This paper explored the affecting relation between turnover intention and the factors of professional stress, performance evaluation, job satisfaction, organizational commitment, through building a model of affecting factors of university teachers＇ turnover intention. The study showed that, by using the model of Amos21.0, the path coefficients showing the influence of the professional stress and the performance evaluation on the job satisfaction are 0.930 and -0.077 respectively, the influence of the job satisfaction on the organizational commitment is 0.895, and the influence of the organizational commitment on the turnover intention is - 0.569. Job satisfaction is the mediating variable during the process of the professional stress and the performance evaluation affecting the turnover intention. Based on these, this paper put forward three suggestions, which are the reliable gist for degrading university teachers＇ turnover intention.
