| Abstrakt: |
This study attempted to derive a theoretical background which could help sport university organization manage human resource and draw a more effective operating scheme. For this reason, it focuses on innovative behavior from professors of Chinese sport universities undergoing rapid social change. Within that context, this study is designed to examine demonstratively the influencing relationship between professor innovative behavior of sport universities in China and the things such as organizational justice, organizational trust and knowledge sharing. To achieve this goal, a questionnaire was distributed to 300 professors who work at sport universities in China from which 271 responses were collected. For the empirical study, frequency analysis, reliability analysis were executed by using SPSS 21.0. Additionally, confirmatory factor analysis and structural equation modeling were performed with AMOS 21.0.The following significant results were derived from the analysis. First, organizational justice that professors of sport universities perceived had a positive effect on organizational trust. Second, distributive justice and interactional justice of professors of sport universities had a positive effect on knowledge sharing, but procedural justice had no effect on knowledge sharing. Thirds, organizational trust that professors of sport universities perceive had a positive effect on innovative behavior. Fourth, knowledge sharing that professors of sport universities had a positive effect on innovative behavior. This study provides some meaningful theoretical implications of strategic scheme for human resource management in sport university organizations. Due to the restrictions imposed by some immanent limitations, this study suggests a scheme that manages sport university professors' innovative behavior to overcome immanent limitations. [ABSTRACT FROM AUTHOR] |
