Correction to: The structural relationship between organizational justice and organizational citizenship behavior in university faculty in China: the mediating effect of organizational commitment

Asia Pacific Education Review - In the original publication of the article, the Acknowledgements section was missed and it has been included in this Correction.     

The reward-support framework and faculty commitment to their university

The present study examined faculty commitment to their university across hard and soft sciences and across pure and applied fields. Within each field, faculty commitment was separately examined for each career stage and for each level of research productivity. Furthermore, this study assessed (separately for each field) the relative powers of rewards and support variables, derived from the exchange framework, in explaining faculty commitment. A stratified random sample of 40 U.S. research university departments, 10 each in physics, sociology, electrical engineering, and education, was surveyed by means of a questionnaire. The major findings of the study suggest that the reward-support framework plays a meaningful role, although distinctly different for hard and soft sciences, in determining faculty commitment to their university in each of the four fields. The relative power of rewards in explaining faculty commitment is stronger in hard sciences and weaker in soft sciences whereas a reversed pattern is found for support indicators. In addition, faculty commitment to their university varies across fields, career stages, and levels of research productivity (only for hard sciences).     

The mediating effect of trust on the dimensionality of organisational justice and organisational citizenship behaviour amongst teachers in Malaysia

Abstract

The swelling discourses on organisational citizenship behaviour (OCB) have diffused into areas of management and organisational research. The existing literature encapsulates that trust will mediate the relationship between the three dimensions of organisational justice: procedural justice, distributive justice and interactional justice and OCB. Based on the literature discussions, several hypotheses were proposed and conceptual framework was formulated. A total of 411 teachers had responded and participated in the survey. The collected data were analysed using Smart Partial Least Square software. Vigorous two-stage analytical procedure was adopted. The statistical results indicated that trust significantly mediates the relationship between organisational justice and OCB as well as the dimensions of organisational justice and OCB with various degrees of mediating effects. These findings have provided new insights in the organisational behaviour discipline and shed light on trust’s mediation in the relationship of organisational justice and OCB.     

大学教师对组织公平的感知与大学回应

从教师感知角度出发,大学组织公平是教师群体对大学组织资源分配结果公平与程序公平的协同认可的有机统一.大学组织公平能够建立起教师的信任,促进教师产生积极组织行为并提升大学的组织效能.大学教师追求组织公平的动因是资源稀缺和关系模糊带来的不确定性,而实现组织公平的逻辑是通过对不确定性进行管理来获取资源和实现自我价值.基于此,在组织公平实践过程中,大学需要在分配公平与程序公平的基础上嵌入基于资源的公平、基于关系的公平与基于可行能力的公平,并以教师共同价值观、心理区隔化和差异化评价为基点建立起网络式的公平互动规则.     

高校教师组织公正感及其与工作压力关系的研究

对河南省高校教师组织公正感及其与工作压力关系的研究结果表明:高校教师的组织公正感水平偏低,且在分配公正和程序公正方面,男性教师的公正感低于女性;不同年龄阶段的教师在组织公正感各维度和总分方面均存在显著差异;不同学历层次、不同职称层次及不同教龄阶段的教师在组织公正感的总分及程序公正、领导公正和领导解释方面存在显著差异.同时,组织公正感和工作压力及其各维度之间存在不同程度的显著性负相关.此外,领导公正和程序公正对工作压力具有预测作用,尤其是领导公正的预测力最强.     

教师组织公民行为研究回顾与展望

组织公民行为是组织行为学中的一个重要概念,DiPaola等借鉴这一概念来研究教育领域中的教师组织公民行为。文章对组织公民行为的涵义,前因变量与后果变量进行了梳理,对教师组织公民行为的应用研究作了初步整理。未来的研究应该进一步探讨教师组织公民行为文化差异,加强自身的体系和特色建构,注重动态研究。此外,还需进一步拓宽教师组织公民行为的应用性研究领域,尤其重视对教师组织公民行为的干预。     

Teachers’ organizational citizenship behavior: Examining the boundary between in-role behavior and extra-role behavior from the perspective of teachers,principals and parents

This study examined how different stakeholders in school (principals, teachers, parents) conceptualize teachers' role breadth, i.e., whether they define given behaviors commonly assumed to be OCBs as in-role or extra-role behaviors. Drawing on a survey of 29 principals, 245 teachers and 345 parents, the results showed that principals and teachers defined more teachers' OCBs in general and toward the school as in-role behaviors than parents did; parents defined more teachers' OCBs toward the student as in-role behaviors than teachers did. A wide variety of possible school interventions is indicated, each with the potential for far broader improvements in school effectiveness.     

A commitment to justice at a jesuit university: A comparison of criminal justice majors to non-majors

While both criminal justice programs and Jesuit institutions claim commitment to the realization of justice, their conceptions of justice differ. This exploratory survey of 31 criminal justice majors and 51 non-majors compares criminal justice majors' concept of justice with that of non-criminal justice majors. We find that criminal justice majors and non-majors generally do not differ in their views of justice or their rank of goals for specific criminal justice professionals, regardless of the number of theology/philosophy or criminal justice courses taken or other demographic factors.     

The influence of leadership behavior and organizational commitment on organizational readiness for change in a higher learning institution

Many factors contribute to the effectiveness in implementing organizational change. However, many change effort fail due to several factors such as lack of commitment, style of leadership, and emotional distress of the employees who have to implement the change. This study was intended to determine the influence of leadership behavior and organizational commitment on organizational readiness for change in a higher learning institution. It was based on a conceptual framework that combined part of an adapted model from organizational development and change theory. A total of 169 academic staff from the main and branch campuses UiTM throughout Malaysia were selected based on stage and cluster sampling to participate in this study. The result shows that there is a significant relationship between organizational commitment and leadership behavior on organizational readiness for change. The findings also revealed that 36.5% of the variance in readiness for change is explained by organizational commitment and transactional leadership behavior. In determining the role of the organization commitment as a moderating variable, the result of the study indicates significant moderating effect of affective commitment on the relationship between transformational leadership behavior and organizational readiness for change. This study implied that building organizational commitment as well as developing transformational and transactional leadership behavior could contribute to formulation of organizational readiness for change and subsequently lead to the success of a change program.     

我国近现代大学与政府关系的特点

我国近代大学出现后,与政府的关系模式大体经历了三个发展阶段:从大学完全依附于政府,到希望摆脱政府的过度控制谋求独立,再到政府希望继续加强对大学的控制,反映了我国的大学办学思想从不成熟到成熟的过程。相比来说,1949年前我国大学与政府的关系比西方国家要紧密得多,这种关系一方面受长期的“政教合一”传统的影响,另一方面也与我国大学的产生与发展背景密切相关。     

Determinants of faculty attitudes toward collective bargaining in university graduate departments: An organizational climate approach

This study examines the relationship between some facets of organizational climate in university departments and faculty attitudes toward various aspects of faculty unionization. The dimensions of organizational climate explored are: the perceived power structure, assessment of rewards, and perceived organizational goals. The major findings of this study are: (a) The perceived power structure is an important determinant of attitudes toward an egalitarian system, especially in the social sciences. Perceived individual power is negatively related to egalitarian attitude in the physical sciences whereas perceived faculty group power is negatively related to favorable attitudes toward collective bargaining in the social sciences. (b) Perceived emphasis on consulting activities is positively related to attitudes toward seniority-based aspects of collective bargaining in the physical sciences while perceived emphasis on personal factors is positively related to all aspects of attitude toward collective bargaining in the social sciences. (c) Inequity is positively related to attitudes toward unionization both in the physical and social sciences. The policy implications of these findings to faculty and university administration are discussed.     

The perception of power in university departments: A comparison between chairpersons and faculty members

This study analyzes differences in power perception across hierarchical levels in university departments and their consequences on studying the power structure of universities. The study's major variables include the holder of power and the nature of decisions involved, controlling for the field and the prestige of the department. Two perceivers were the subjects of the study, chairpersons and faculty members. Comparison between the two perceivers yields considerable differences. The different patterns of power observed by faculty members and chairpersons and the various areas of agreement and disagreement between the perceivers are discussed and analyzed.     

公平与效率关系问题在国际社会主义运动中的发展

公平与效率关系的问题贯穿着国际社会主义运动的始终,对公平与效率在社会发展中所起作用的认识和把握,是推动社会主义运动发展的内在动力之一。空想社会主义学家对公平与效率问题的探索,把空想社会主义发展推向顶峰。对公平与效率内在统一关系的科学揭示,是社会主义由空想走向科学的关键。邓小平从我国社会主义初级阶段特殊国情出发,完整、准确地把握社会主义公平与效率的内在统一关系,形成建设中国特色社会主义理论的逻辑起点。     

The effect of integrated course and faculty development: Experiences of a university chemistry department in the Philippines

It is widely recognized that lectures continue to dominate college chemistry instruction, especially in developing countries, and that lectures limit student intellectual engagement. To address this concern, a General Chemistry course in a Philippine university was reconstructed to implement an instructional cycle consisting of three phases: a plenary or mini‐lecture, seatwork activity, and a summary or closure. An expert instructor coached the instructors to improve their teaching. Two instructors were involved in pilot implementation and 13 instructors in a large‐scale implementation. This article describes the instructors’ adoption of the instructional cycle using qualitative and quantitative methods that involved multiple data sources. The instructional cycle and intensive coaching enabled most instructors to change their practices, shift their focus from teaching to learning, and enhance their knowledge of student learning difficulties. Nine instructors were able to significantly change their teaching and apply meaningful student seatwork in their lessons. These nine instructors used student seatwork and activities 30–70% of the time, whereas previously 90% of the time involved lectures. Videotape records showed that more than 70% of the students were continuously on task. Four instructors had considerable difficulties in applying the new approach but also had difficulties with conventional lectures. The project constituted the start of a departmental reorientation with a focus on effectiveness of teaching and learning. Subsequently the faculty and course development model developed in this study was used to revise other courses. The theory of Rogan and Grayson proved useful in describing the change processes.     

大学师生关系：问题与对策

当前,大学师生关系由于受到高校扩招和市场机制的影响,存在冷漠化、利益化、简单化、自由化、紧张化等问题。改善大学师生关系,教师一要确立知识上的实质性权威;二要真正成为学生的“益友良师”;三要不断进行教学创新。学生则既要“因教而学”,又要发展自主、主动意识。     

The experiences of Vietnamese university faculty in relation to their faculty development

As Vietnam higher education has explored ways to integrate into the international community, professional development of faculty is becoming a key element. However, there is a significant shortage of faculty development (FD) in Vietnam, resulting in a large gap in quality, quantity, and qualifications between Vietnamese faculty and their colleagues in Southeast Asia. We conducted a phenomenological study to gain insights into the experiences of Vietnamese faculty in their FD. Four themes emerged: faculty’s perceptions of faculty roles, FD activity participation, factors affecting their FD, and FD desires. To improve the quality of FD in Vietnam, we offered a number of recommendations for faculty members, policymakers at different levels, and further research.     

A comparative study of stress among university faculty in China and Japan

Stress among university faculty has received considerable treatment in research literature in thepast decade in higher education, but very little studyhas been undertaken from a comparative perspective. Thispaper reports the results of a comparative study inmeasuring stress among university faculty in Chinaand Japan using a questionnaire survey. It analyzes therelationship between stress and health indifferent age groups of the faculty and thedifferences in the nature and structure of the stressbetween China and Japan. The research suggests thatstress of Chinese and Japanese university facultycan be described as ``social-transformation stress' and``direction-conflict stress', respectively.     

大学形象与大学生的学校认同

随着高等教育的发展,越来越多的大学面临着教育资源的激烈竞争,作为大学竞争手段之一的大学形象被各所大学所重视。大学形象也日益成为有效的竞争手段,吸引优质生源和社会支持。大学形象是学生取得对学校认同感的首要因素,学校认同感是大学生情感认同的核心内容。学生对学校的认同会对其产生激励的作用,促进其成才,同时大学也能够以优质的学生质量提升大学形象。