This study investigates the role social information and personal dispositions play in the development of attitudes of unionized employees towards employee involvement programs. A theoretical model was developed in order to understand how social information and dispositions form union member attitudes towards employee involvement programs. This was designed from models of employee involvement and attitude formation. Data were collected from employees at electrical power generation facilities. Measures of organizational and union commitment, locus of control, participativeness, social information provided by the company, social information provided by the union, and employee involvement attitudes were gathered through a survey distributed at the facilities. General affect and satisfaction towards four types of employee involvement programs union members are most likely to encounter were measured. Specific hypotheses were developed in order to test and analyze parts of the theoretical model. While the results were at times contrary to the hypothesized relationships within the model, the data fit with the theorized model well enough to provide support for it. This model effectively demonstrated how employee involvement attitudes are formed from such data, and the relationships between the variables measured. / Ph. D.

Small and medium sized companies can utillise information systems (IS) to overcome restrictions imposed by their often limited resources. This dissertation investigates which factors contribute to an IS’s success in enabling managerial accounting at small and medium sized manufacturing firms in Germany. An adaptation of the IS Success Model is used as the research model for a quantitative empirical survey among 5,831 companies. Structural equation modelling confirms the model and reveals two major findings: (1) The users’ Satisfaction with the IS is the strongest determinant of Net Benefits for managerial accounting. By contrast, the Perceived Usefulness of the IS has only an indirect influence. (2) Satisfaction has a significant influence on all Net Benefits, of which Reduced Uncertainty has the largest explained variance.

The thesis examines two interrelated topics; the perception of management theory in general, and the efficacy of the learning organisation in particular. The purpose of this thesis, therefore, is to compare the rhetoric espoused in the learning organisation literature with a survey of senior managers in large, commercial organisations. The results revealed a positive disposition towards business and management theory in general. The survey also demonstrated that leadership is considered the most important variable in the success of a company. This is facilitated through the attraction and retention of the appropriate staff and creating sufficient space for them to operate. Learning is embedded by anticipating the future, learning from the past and enabling good communication. However, the latter is balanced through change management. This is derived through legitimate authority and a reliance on planning. Finally, a strategy of experimentation is balanced by challenging industry rules. Themes involving politics, corporate alignment and corporate longevity were found to have relatively little convergent validity. The third section of the questionnaire reveals a positive disposition towards the learning organisation. The contribution of this thesis is in three areas. First, it is the only work to evaluate the anti-guru school. Second is the development of a syncretic model of learning organisation concept using structural equation modelling. Finally, it explains and examines the largely misunderstood concept of management fashions.

evaluate disruption risks in the supply chain of petroleum production. This methodology is developed to formalise and facilitate the systematic integration and implementation of various models; such as analytical hierarchy process (AHP) and partial least squares structural equation model (PLS-SEM) and various statistical tests. The methodology is validated with the case of Nigeria’s oil industry. The study revealed the need to provide a responsive approach to managing the influence of geopolitical risk factors affecting supply chain in the petroleum production industry. However, the exploration and production risk, and geopolitical risk were identified as concomitant risk factors that impact performance in Nigeria’s oil industry. The research findings show that behavioural-based mechanisms successfully predict the ability of the petroleum industry to manage supply chain risks. The significant implication for this study is that the current theoretical debate on the supply chain risk management creates the understanding of agency theory as a governing mechanism for supply chain risk in the Nigerian oil industry. The systematic approach results provide an insight and objective information for decisions-making in resolving disruption risk to the petroleum supply chain in Nigeria. Furthermore, this study highlights to stakeholders on how to develop supply chain risk management strategies for mitigating and building resilience in the supply chain in the Nigerian oil industry. The developed systematic method is associated with supply chain risk management and performance measure. The approach facilitates an effective way for the stakeholders to plan according to their risk mitigation strategies. This will consistently help the stakeholders to evaluate supply chain risk and respond to disruptions in supply chain. This capability will allow for efficient management of supply chain and provide the organization with quicker response to customer needs, continuity of supply, lower costs of operations and improve return on investment in the Nigeria oil industry. Therefore, the methodology applied provide a new way for implementing good practice for managing disruption risk in supply chain. Further, the systematic approach provides a simplistic modelling process for disruption risk evaluation for researchers and oil industry professionals. This approach would develop a holistic procedure for monitoring and controlling disruption risk in supply chains practices in Nigeria.

An interdisciplinary approach to policy and governance recognizes that many social welfare problems are interrelated, and policy-makers have long recognized a need to address the root causes of these problems. There is much evidence that income inequality is one of these root causes but research suggesting the effect of income inequality is mediated by social capital has complicated the relationship, as have theories of causality that take different approaches. This study takes an ecological approach to these issues to test the relationship between income inequality, social capital and selected adverse outcomes proposed by the relative income hypothesis. The relative income hypothesis posits that the impact of income inequality on adverse outcomes is mediated by social capital. The study used a retrospective cross-sectional design to analyze county-level data for the year 2000 with a structural equation model composed of three constructs: income inequality, modeled by four common measures; a social capital construct based on a model developed by Rupasingha, Goetz and Freshwater (2006); and an adverse outcomes construct designed as a parsimonious measure of social outcomes in four public affairs disciplinary areas. The test of the path presumed by the relative income hypothesis revealed both a direct effect of income inequality and indirect effect of inequality through social capital. However, the direct effect of income inequality on outcomes was significantly larger than the indirect effect, indicating the relationship is moderated, rather than mediated, by social capital. Since the impact of social capital on the selected adverse outcomes was relatively small, and the final model failed to achieve statistical significance, the relative income hypothesis that income inequality exerts its primary effect on outcomes through social capital was rejected.

No description available.

This research aims to improve the design and placement of runway exits at airports through analysis and modeling of the effects that exogenous causal factors have on pilots' landing behavior and exit selections. Incorporating these factors into modeling software will strengthen the software's utility by providing project teams the ability to specify which pilot motivational causal factors apply to a new or existing runway. The main findings suggest pilots' exit selections are deterministic but dependent on the presence (or absence) of six (6) causal factors. A model and two (2) case studies are presented and compared against predictions generated by existing modeling software. The results support a finding that the causal factor model improves motivation-based predictions over current modeling techniques, which are drawn from stochastic distributions. The accuracy of this model enables designers to optimize runway exit placement and geometry to maximize runway capacity. / Master of Science / Airport design engineers currently plan the locations and geometric characteristics of runway exits by balancing the expected fleet mix of aircraft on that runway with the capacity and delay effects that the number and placement of these exits might cause. This technique originated from research beginning in the early 1970s, which found that pilots' exit motivations primarily resulted from the capabilities and limitations of their aircraft. Since pilots tend to "fly by the numbers" (i.e., exhibit predictable approach airspeeds, power levels, wing flaps, touchdown locations, landing speeds, and braking efforts), engineers thus employed design principles in which the numbers, locations and geometries of exits were primarily functions of the physical and performance-based characteristics of the specific types of aircraft expected to utilize the runway. However, in studying more than 4 million landings by a single aircraft type (the Boeing 737-800) at 42 U.S. airports, the evidence in this thesis shows that pilots' exit selections are behaviorally motivated by more than the physics of motion. This thesis aims to refine previous research and engineering methods by showing evidence that pilots' exit selections have as much to do with the presence (or absence) of certain environmental factors within the landing system. These factors (described in detailed within) are unique to each airport's overall physical network of interconnected runways, exits, taxiways, terminals and other features. Within this network, a pilot's landing behavior and exit selection depends on the locational and relational interactions that each exit choice will have on the time and distance to their apron (gate) assignment. These "interactions" are referred to as causal factors – defined as physical features within a landing environment that pilots have little-to-no control over – but which nevertheless influence their specific exit selections. Two (2) runway case studies provided in this thesis evidence a finding that a causal factor model reliably predicts pilots' exit selections better than current modeling techniques, which are drawn from probability-based statistical distributions. The stability and accuracy of the new model enables engineering design and project teams to optimize runway exit placement and geometry to maximize runway capacity, and can be adopted for use in both existing and future runways.

The main objective of this research was to establish a model for emotional intelligence as a determinant of organisational climate. This model should help companies and organisational psychologists to better understand the interrelatedness of the two constructs in order to optimally enhance organisational performance. This research was conducted in a large organisation, utilising a large sample (n = 1 612) of employees in the financial services industry. During the first phase of this research, emotional intelligence was conceptualised from literature research within the trait paradigm and organisational climate as a molar construct. A theoretical model of emotional intelligence as a determinant of organisational climate was developed and suggested a link to organisational output. During the second phase of this research (empirical research), assessment instruments for emotional intelligence (the Gerber Emotional Intelligence Scale) and organisational climate (the High Performance Climate Questionnaire) were developed and validated. Thereafter an assessment instrument for work output was designed to test the link with performance. The structural equation model (SEM) produced a new best-fitting model of emotional intelligence, organisational climate and work output. The model indicates that emotional intelligence does not correlate with work output as expected, but organisational climate does correlates moderately with work output and explains almost 40% of the variance in work output. The strongest influence seems to flow from teamwork and management. The regression weights between emotional intelligence and organisational climate were trivial, although the model fit indices were all within an acceptable range. The researcher attributed the lack of support for the model to the characteristics of the employees of this type of organisation and concluded that emotional intelligence should not be seen as a determinant of organisational climate in this specific financial services sector. The results further indicate that significant differences exist between the organisational climate experiences of four biographical categories (race, position level, age and geographical region) and also for the categories of position level and age for work output. These differences need to be considered when developing future interventions. This research contributes towards a comprehensive understanding of the relationship between emotional intelligence, organisational climate and work output. The three newly developed questionnaires and the SEM could help researchers and practitioners to apply the research model in other industries and subsequently improve organisational outputs. / Industrial and Organisational Psychology / D. Comm. (Industrial and Organisational Psychology)

近年來我國在高等教育的學校與人數上均有大幅的成長。而這些豐富的研究人力，需要充沛的研究經費予以支援學術研究工作。實務上，我國於開放高等教育機構的設立後，各界所提供的研發經費並未相對應的增加，各校為因應整體環境趨勢的改變，乃積極研議如何強化學術研究成果的擴散，以提升學術聲望並獲得更多的實質效益。本研究在此情境下，試圖從國內大學之知識創新的實務發展，建構一套研究成果擴散效益的運作模式。 大學知識產業化是知識經濟發展的趨勢，尤其基礎研究是技術發展與應用研究的主要來源。大學知識創新過程是科學知識在創新系統內的生產、運用與擴散的過程。而建立有效的成果管理機制，減少外在環境的不確定性並改善知識流動的效率，是創新系統成功的關鍵。 鑑於大學係國家創新系統的重要成員之一，而創新的效率取決於系統內各成員之財務、知識、人力與法規的交流，即所謂的「三螺旋(Triple Helix)」的觀念。因此，為尋求最佳的創新系統，亟須建立有效的衡量項目，並促使創新成果在市場機制的導引下，獲得知識創新與擴散的經濟效益。如美國為因應創新系統失靈，於1980年以後，研訂一連串的相關法令，透過研發經費的補助、智財權下放與鼓勵設置專責技轉單位等措施，刺激大學將豐富的研究產出移轉到產業界，政府的研究資源分配亦更加重視目標導向與產業導向的發展計畫，結果所獲得的回收遠超過預期，其作法吸引世界各國競相仿效。我國亦於近年來透過相關法令的制定以及經費補助等措施，期望將大學的研究產出從知識的創造轉變為知識的加值與運用，以帶動產業知識化，並促進知識產業化之效益。 因此，欲探討大學的成果擴散效益時，不只是依循過去大多數學者從產學合作的觀點，更應考量政府在創新過程中所扮演的角色與功能，以及將衡量國家創新系統績效之方法運用到大學的成果擴散效益的呈現上，以建立適合我國大學創新成效的衡量模式。 本研究架構從教師的「研究人力」、「研究經費」以及「產學關係」等三構念探究對於「研究產出」以及成果推廣所產生的「擴散效益」之關聯，另外，再從學校的研究成果「管理機制」以及「政府措施」等二構念探究對於其他構念所帶來的影響，以瞭解彼此之關聯，並建立適合我國大學研究投入、產出以及擴散的運作模式。 因此，除了收集國內外的文獻以歸納整理美日等國在大學研究成果擴散效益的探討內容與衡量項目外，並透過問卷調查與實地訪問國內大學教師與研究成果推廣中心(或技轉中心)主管，以瞭解國內大學研究成果的實務運作，以獲得本研究的初步架構，繼而從美日以及我國大學的個案研究，探討國家創新系統的角色所帶來的影響，以強化研究架構之各構念的關聯性。 其次，採取初級資料的收集方法，以國內大學校院教師為問卷調查對象，進行敘述統計以計算樣本的各項指標分布狀況，以信效度指標確認問卷的可靠性與有效性，並運用探索性因素分析來萃取出本研究重要之變數，再以線性結構關係模型分析本研究變數之間的關係，以驗證各構念彼此之間的關聯性。 本研究獲得以下的結論： 一、「研究人力」與其他構念之關聯 「研究人力」對「產學關係」有直接的正向影響，對「研究經費」、「研究產出」與「擴散效益」則有間接的正向影響效果，而且整體的影響效果是顯著的。所以，研究人力是成果散效益的基本要素，配合其他構念的運作可以對研發成果之擴散效益產生正向的影響。 二、「研究經費」與其他構念之關聯 「研究經費」對於「研究產出」與「擴散效益」均沒有顯著的正向影響。顯示一味強調大學研究經費投入的作法無法帶來實質的成效，反而浪費有限的資源，因此，研究經費投入前，宜先制定一套評估機制，充分考量學校的研究人力、以往的研究產出與擴散效益之表現，以有效地配置研究經費。 三、「研究產出」與其他構念之關聯 「研究產出」對於「擴散效益」有直接的正向影響，表示大學教師所創造出來的成果越多，則相對地促使成果擴散的效益越大。此外，研究產出的增加亦可影響其他構念對「擴散效益」的關聯性。因此，為提高擴散效益，學校宜積極鼓勵教師增加研究成果的產出。 四、「產學關係」與其他構念之關聯 「產學關係」除了對「研究產出」與「研究經費」產生直接的正向影響外，亦間接影響「研究經費」與「研究產出」分別對「擴散效益」的關聯性。顯示產學關係可彌補大學與企業的技術落差，提高產業對學校研究成果之需求，促使教師研究產出的擴散效益更佳。 五、「管理機制」與其他構念之關聯 「管理機制」對「產學關係」與「擴散效益」均有直接的正向影響，顯示學校在成果管理與運用的積極作為(如技轉單位的設置、技轉人員的規模與培訓、獎勵措施的制定等)以及促進產學之間的關係可提高研究成果推廣所帶來的效益。 六、政府措施與其他構念之關聯 「政府措施」不但對「擴散效益」有直接的正向影響，亦對「產學關係」有直接的正向影響，此外，對「研究經費」與「研究產出」亦有間接的正向影響。因此，未來應加強我國政府的角色，充分發揮驅動與強化的功能，解決大學研究成果擴散的管制與障礙、營造產學研發資源共享環境以提高大學研究產出的擴散效益。 / After the government lifted the restriction on the number of higher education institutes, in the past two decades the number of university in Taiwan has increased dramatically (16 in 1986, and 102 in 2008). The government apparently could not match up this increase, with its slow pace of education budget increase. The shortage of development funds from governmental agency in charge is no doubt obvious for all universities. Therefore, to receive an ample share of governmental education budget has become competitive and even difficult. As the global economy weighs more on the generation and dissemination of knowledge nowadays, universities seems to see themselves clearer in the business picture for their role on the economic market. University officials and the government both also understand that a productive conversion of university intellectual assets, referring to knowledge-based creation or innovation, to innovation-derived benefit can be crucial for future university development. Thus, not only the university finance will be improved, its academic performance shall also be expected to enhance when this conversion is being well performed productively. An innovation management system here refers to a university system to manage its intellectual capital, such as support and process infrastructures, in facilitating the conversion process that enable the university to convert its intellectual assets into commercially viable properties. An important aspect of this study is to analyze national and international innovation management systems currently practiced in universities for greatest innovation-derived benefit. In the current of knowledge–based economic development, the knowledge-based innovations owned by universities is inevitably weighed more than ever in value. Many Universities may fall in a dilemma about how to weigh market–oriented research in comparison with fundamental scientific knowledge, since the latter never the less could lead to market–oriented innovation in the future. Furthermore, to maximize the value of innovation, it is commonly accepted that a proper management for conversion is almost as important as the producing of it. When it comes to determine the value or the benefit the innovations could bring, other than university’s innovation capability, which tends to have the potential to incubate more research outcomes, the performance of innovation management system is one of the most decisive factors. To achieve a good performance, three conditions are proposed to maintain an efficient innovation management system: an effective management mechanism, reduce adverse influences on incubating innovation assets, and increase knowledge sharing. The maintenance of such a system is then further categorized as seven conceptual indices (CIs) for later evaluation: research manpower, research grant, innovation outcomes, management mechanism, university-industry relations, government policy, and innovation-derived benefit. The first four are regarded as part of intellectual capital, while the other three are considered as strongly linked to the performance of the innovation management system currently being operated in Taiwan’s universities. They will be discussed in connection the first five CIs for their inter-relations. Since universities is under the scheme of National Innovation Systems (NIS), which covers primarily a finance and service system, a technological innovation system, and a knowledge-based innovation system, any management taking place in a university on each of any sub-system under the NIS will affect the NIS to some extent. By the same token, considering those mentioned above several conceptual indices are proposed to elucidate the results of the evaluation model applied in this study to examine similar management systems in different universities for comparison. This evaluation model is expected to help optimize the current managerial models to best meet the knowledge-based economic development needs and enlarge the innovation-derived benefit from university innovation assets. Prior to 1980s, the promotion on innovation in the U.S. was generally considered failed. To save the failing systems, the U.S. government announced a series of new regulations to promote the capitalization of academic innovations by universities. Those policy measures mainly included governmental subsidy to research grants, less constraints on intellectual property (IP) licensing, and start-ups for IP transfer. Furthermore, the government diverted more its research support into market-oriented development projects. Since such moves later resulted in a positive outcome beyond expectation, Taiwan as well as some other countries began to replicate those measures in their own countries. As the sources of future development increasingly depend on the derived benefit from innovation, the success of NSI originated by the U.S. government has indicated a new approach different from previously predominated models of solely university-industry cooperation. The involvement of government role in the NSI has been proved essential for its success. Similarly, the innovation management system being operated with the university intellectual capital to enhance the conversion to innovation-derived benefit is defined as the innovation assets management system (IAMS). It can be considered as a sub-system of the NSI, and the use of the evaluation model to examine the IAMSs can properly shows the difference among all the IAMSs by university. Furthermore, the evaluation model proposed takes account of surveys including interviews with IP transfer professionals and research professors. Cases of universities practicing the IAMS along with others published in literature are also studied to help access the relations among index items in the model. The model is constructed with several measures, including Structural Equation Model (SEM), Exploratory Factor Analysis (EFA), and Confirmatory Factor Analysis (CFA), to evaluate the performance of the IAMS on successful conversion from intellectual assets into benefit. The model results are depicted with CIs as the conclusions. A qualitative survey is carried out on the evaluation of inter-relations among the seven CIs described above with Taiwan’s university educators as respondents. Confidence interval is applied to assure data reliability and validity. Significant model variables are identified using the explorative factor analysis. Finally the linear regression is applied to examine the relations among those CIs. The results of this study can be concluded as the following: 1.Research manpower It has positive influence directly towards university-industry cooperation when affecting positively towards research grant, innovation outcomes and innovation-derived benefit. The result suggests that it be the fundamental CI responsible to innovation-derived benefit. And along with other CIs, this CI could result in a comprehensive enhancement on the innovation-derived benefit. 2.Research grant It shows less significant effect over innovation outcomes and innovation-derived benefit. This conclusion indicates that the scale of innovation outcomes will not necessarily in proportion to the financial investment on research. It is suggested that a comprehensive evaluation on research manpower, innovation capability, and research capacity, etc. should be conducted prior to market-oriented investment on research. 3.Innovation outcomes This term shows a positive relation with the innovation-derived benefit. It is easy to understand that university educators with more innovation outcomes tend to receive more innovation-derived benefit. Furthermore, increase in innovation outcomes will also help induce stronger links among the other CIs towards the innovation-derived benefit. Thus, encouraging educators for more innovation outcomes is no doubt a good measure for universities. 4.University-industry relations University-industry relations bear positive influence to innovation outcomes and research grant. It also shows its positive effect on the relations between research grant to innovation-derived benefit and between innovation outcomes to innovation-derived benefit. The role of university-industry relations can be depicted as to lessen the technological gap between university and industry, facilitate the industry need for university innovation outcomes, and multiply innovation-derived benefit. 5.Management mechanism The management mechanism shows positive influence on university-industry relations and innovation-derived benefit. An effective management mechanism on innovation outcomes would directly lead to excellent benefit derived from innovation outcomes. 6.Government policy Government policy shows straight links to university-industry relations and innovation-derived benefit. It also indicates an indirect effect on enhancing both research grant and innovation outcomes. In the future, the government should play a key role in promoting universities to practice such a system and help resolve difficulties arisen.

國民中小學教師的平均退休年齡逐年下降，在這群退休教師當中，有不少身體健康且熱心公益的人，鼓勵他們回到其最熟悉的校園擔任志工，不僅可協助退休教師適應退休生活，更能發揮其所長，改善學校人力不足的現象。本研究係以Ajzen (1985)的計畫行為理論(The Theory of Planned Behavior)為架構基礎，以增進和維持退休教師參與學校志工的意願為主題，整合高齡志工參與動機和相關研究，建構一個對於退休教師參與學校志工行為意向具有預測及解釋力的「學校志工參與行為意向模式」；同時並透過與幾所國中小行政人員和退休教師的深度訪談，從多元角度瞭解影響退休教師參與學校志工的原因，藉以改善這些影響因素，提高退休教師回來學校服務的意願。 經結構方程式模型(Structural Equation Model, SEM)分析方法驗證本研究所建構的「學校志工參與行為意向模式」，和深度訪談分析的結果，本研究發現「行為控制知覺」對於退休教師擔任學校志工「行為意向」的影響最重要，「主觀規範」影響較小，「態度」則無顯著影響，並且在「行為控制知覺」中又僅有「自我能力」具有顯著的影響，表示政府在招募退休教師回來服務時，以促使退休教師覺得具有擔任學校志工的自我能力最為重要，主管機關可以透過宣導擔任學校志工毋須太多的時間與體力、並依據他們的專長、興趣等需求分配工作，提高退休教師回來服務的意願。同時透過深度訪談結果發現，「與原服務學校或過去同事的情感連結」以及「具有被學校需要的感覺」兩項心理層面因素，亦會對於退休教師參與學校志工的意願產生影響。 本研究建議學校單位可透過設立退休聯誼會辦公室、邀請退休教師回來參與學校活動等方式，維繫退休教師與學校之間的情感；並經由多方管道傳達學校需要退休教師協助的訊息、肯定與感謝退休教師的貢獻，使退休教師產生被需要感，提昇回來學校服務的意願。對於政府推行的「退休菁英風華再現」計畫，在計畫內容方面則建議應讓可受到計畫獎勵的志工服務項目範圍擴大，並且降低對於退休教師的津貼補助，將其用於替退休教師購買意外保險、辦理志工學習成長課程等志工福利，鼓勵更多教師願意回來學校服務；同時並透過適當誘因設計如敘功嘉獎，鼓勵承辦此項業務的行政人員積極邀請退休教師回來學校服務。 / In recent years, the average retirement age of teachers in elementary and junior high school has declined. Many retired teachers are still healthy and warmhearted. If we could encourage retired teachers to serve as school volunteers, not only their lives could be more fulfilled, but also the schools could benefit from their professional specialty and then improve the situation of insufficient human resources. This thesis examines the antecedents of the voluntary behavior of retired teachers in the context of an integrated behavioral model that incorporates a wide variety of important factors from previous researches on volunteer behavior into a single theoretical framework provided by the Theory of Planned Behavior. The model was tested using data from a sample of 219 individual respondents by Structural Equation Model. Moreover, four voluntary teachers and six school administrators were interviewed to thoroughly explore factors affecting the success of the “Voluntary Teaching Program” in Taipei County. Overall, the model results indicate that the strongest effects in voluntary behavior of retired teachers are due to behavioral intention, perceived behavioral control, and subjective norm. The key determinant of perceived behavioral control is self-efficacy, suggesting the more capable a person believes he or she is, the more control the person feels about being a school volunteer. Thus, policymakers should constantly devote efforts at broadcasting the information that serving as school volunteers only need a little time and effort. School administrators simultaneously should allocate voluntary tasks by volunteers’ specialty, interest, and other demands. Moreover, the interviews results suggest that both “the emotions connecting with school and past colleague” and “the sense of being demanded” influence the willingness of retired teachers to serve as school volunteers. Based on the research results, we provide policymakers with specific suggestions on ways to encourage this kind of voluntary behavior. For example, with the design of the Associations of Retired Teachers and regular re-union activities, retired teachers will be emotionally attached to schools. In addition, spread news for asking for retired teachers’ inputs and thank them for their devotion, it will make retired teachers feel needed. About the “Voluntary Teaching Program” policymakers should encourage and reward spiritedly for more voluntary teachers, but reduce the grants, and then utilize this grant budget to give some appropriate welfare resources for voluntary teachers such as labor insurance and some courses for spiritual development. Besides, policymakers should provide a few reward incentives for school administrators to encourage them to invite retired teachers to serve as school volunteers.