教育发展水平在一定程度上可以决定一个国家的国民素质，成就一个国家的 未来。深圳市作为我国一线城市，教育问题一直受到教育部的重点关注，本文主 要研究深圳市民办中小学教师的职业承诺与离职倾向的关系，在此基础上加上组 织公平感作为调节变量，研究此三者之间的关系。 本文以深圳市民办中小学教师为调查对象,从实证分析的角度,以文献研究为 基础,用 spss 和 Amos 软件进行分析,探索深圳市民办中小学教师的职业承诺与 离职倾向之间的关系以及组织公平感的调节作用。本文主要分为以下六个部分: 第 1 章为引言。明确本论文所研究的问题、研究意义、研究内容、技术路线。第 2 章为研究现状及理论基础。对之前所研究的内容进行相关的归纳，并且指出本 篇论文中所引用的一些相关理论。第 3 章为研究假设与模型。总结之前的相关研 究，进而给出本篇论文的研究假设以及理论模型。第 4 章为研究方法。本文使用 问卷方法，并且对量表进行了说明。第 5 章为数据分析及研究假设。包括信度和 效度分析、相关分析、回归分析、调节效应分析。第 6 章为研究结论及对策建议。 根据实验数据得到的结论，提出实质性管理建议。 通过对本篇论文相关的研究以及分析，我们能够得到以下的结论：深圳市民 办中小学教师的离职倾向和深圳市民办中小学教师的职业承诺之间存在显著的 负相关。并且组织公平感会调节深圳市民办中小学教师的职业承诺对离职倾向的 影响。具体当组织公平小于 1.994 时，组织公平正向调节职业承诺与离职倾向的 关系，当组织公平大于 2.608 时，组织公平负向调节职业承诺与离职倾向的关系。 本论文进行了以下两个方面的尝试： （1）对民办中小学教师的研究进行拓展。之前学者对民办中小学教师的职 业承诺鲜有研究，大部分都是对公司职工、护士、幼儿教师、高校教师的组织承 诺、职业承诺与离职倾向的关系研究，而其中以组织承诺居多，本文选取深圳市 民办中小学教师作为本论文的研究对象，拓展了该方面的研究。 (2)为职业承诺与离职倾向的关系研究提供新的视角。本文将组织公平感作 为调节变量,不仅是对职业承诺研究的丰富拓展,同时为探究职业承诺与离职倾向 的关系提供了新的研究视角。 关键词：民办中小学，职业承诺，组织公平感，离职倾向，调节变量湖 北 工 业 大 学 硕 士 学 位 论 文 II Abstract The level of education development can determine a country's national quality and achieve a country's future. The Ministry of education has always focused on the education issue in Shenzhen. This paper mainly studies the relationship between professional commitment and turnover intention of private primary and secondary school teachers in Shenzhen.And taking organizational justice(OJ) as a moderating variable to study the moderating effect. This paper takes the private teachers in Shenzhen as the survey object, based on the literature research, and using SPSS and Amos to explore the relationship between the career commitment and turnover intention and the regulatory role of OJ. This paper consists of six parts :Chapter 1 is the introduction. Including the problems, research significance, research content and roadmap. Chapter 2 is the research status and theoretical basis. Summarize the previous research content and point out the theoretical basis of this paper. Chapter 3 is the research hypothesis and model. Summarize the previous research, and put forward research hypothesis and theoretical model. Chapter 4 is research methods. This paper uses the questionnaire method and explains the scale. Chapter 5 is data analysis and research hypothesis. Including reliability and validity analysis, correlation analysis, regression analysis, regulatory effect analysis. Chapter 6 is the conclusion and the suggestions. According to the conclusion of the experimental data, Put forward suggestions. Through the research and analysis of this paper, we found that: there is a significant negative correlation between turnover intention and career commitment, emotional commitment, continuous commitment, normative commitment. And the influence of career commitment on turnover intention is regulated by OJ. When OJ is less than 1.994, OJ positively regulates the relationship between career commitment and turnover intention; when OJ is greater than 2.608, OJ negatively regulates the relationship between career commitment and turnover intention. In this paper, the following two aspects are attempted: (1) Expand the research of private school teachers. There are few researches on the professional commitment of private school teachers before. Most of them are about the relationship between organizational commitment, professional commitment and turnover intention of employees, nurses, preschool teachers and college teachers. And organizational commitment is the majority. This paper selects private teachers in Shenzhen as the research object of this paper and expands the research in this area. (2) It provides a new perspective for the study of the relationship between career commitment and turnover intention. This paper takes organizational justice as a moderating variable, which not only enriches the research of career commitment, but also provides a new research perspective to explore the relationship between career commitment and turnover intention. Key words: Private primary and secondary school，Professional commitment， Organizational justice， Turnover intention，Adjustment variables湖 北 工 业 大 学 硕 士 学 位 论 文 III 目录 摘要 .....................................................................I Abstract ................................................................. II 目录 ...................................................................III 第 1 章 引言 ..............................................................1 1.1 研究背景...........................................................1 1.2 研究意义...........................................................2 1.2.1 理论意义 ....................................................2 1.2.2 实践意义 ....................................................2 1.3 研究内容...........................................................3 1.4 技术路线...........................................................4 第 2 章 研究现状及理论基础.................................................5 2.1 研究现状...........................................................5 2.1.1 国内研究现状.................................................5 2.1.2 国外研究现状.................................................8 2.2 理论基础.......................................................... 10 2.2.1 需要层次理论................................................ 10 2.2.2 社会交换理论................................................ 11 2.2.3 公平理论 ................................................... 12 第 3 章 研究假设与模型 ...................................................14 3.1 研究假设.......................................................... 14 3.1.1 职业承诺与离职倾向的关系 .................................... 14 3.1.2 组织公平感的调节作用 ........................................ 15 3.2 研究模型 ......................................................... 17 第 4 章 研究方法 .........................................................18 4.1 调研过程.......................................................... 18 4.2 数据分析过程...................................................... 18 4.3 问卷的设计和测量量表 .............................................. 18 4.3.1 问卷调查 ................................................... 18 4.3.2 测量量表 ................................................... 18湖 北 工 业 大 学 硕 士 学 位 论 文 IV 第 5 章 数据分析及假设检验................................................22 5.1 调研样本概况及其分析 .............................................. 22 5.1.1 描述性统计分析.............................................. 22 5.1.2 信度分析 ................................................... 23 5.1.3 效度分析 ................................................... 24 5.1.4 共同方法偏差检验 ............................................ 25 5.2 职业承诺、离职倾向和组织公平感的相关分析 .......................... 26 5.3 职业承诺对离职倾向的回归分析 ...................................... 26 5.4 组织公平感的调节效应分析 .......................................... 27 5.5 研究假设检验情况 .................................................. 40 第 6 章 结论与对策建议 ...................................................41