西藏教育发展的根本是优秀的师资，稳定的师资是改善教育质量的关键。然而由于西藏自身多方面的特殊性致使难以引进师资，留住师资，并且现有师资流失严重，挽留从内地聘任而来的优秀教师，分析影响他们选择离职或留职的相关因素，并针对影响因素提出改善措施，是促进西藏教育不断完善的有效途径。本研究在系统梳理文献的基础上，以组织承诺为研究工具，对影响内聘教师留职意愿的因素进行了详细的探讨，尝试发现他们在选择离职或留职的过程中除去自身因素学校管理上存在的问题，并力求通过解析教师的组织态度，为教育人事管理机构制定合理的教师管理决策提供依据。基于以上目的，本研究着重探讨了以下问题：（1）产生离职与留职之间矛盾的原因；（2）这些原因对组织承诺的影响；（3）组织承诺对留职意愿的影响。本研究以组织承诺的分析框架为研究工具，采用质性研究中的案例研究法对内聘教师留职问题进行了研究。研究者通过参与式观察、访谈、文献资料收集、继续跟踪等，首先从两个大的方面：个体因素（包括工作心态、工作行为）和组织因素（与科层管理、与领导行为）对内聘教师的工作现状进行了扫描。在此基础上，以态度性承诺和行为性承诺对内聘教师组织承诺进行了分析，进而对内聘教师选择留职的原因进行了探讨。研究者站在本学科视角和社会学视角下对案例研究中的现象——原因进行了解析和描述。发现内聘教师在选择留职和留职的矛盾中更加强调家庭和感情依赖，有关酬薪等金钱报酬关注较少，他们对学校组织的负面评价是产生离职念头的主要因素，即使最终选择留职，他们的工作状态却不尽人意，这是这种现象导致的最根本的影响——教育质量的下滑。基于此，我们也同时发现内聘教师去与留的矛盾并不是真正意义上的“两难”问题，让教师对学校组织有更多的正面评价，对组织有更多的态度性承诺，是使矛盾减弱甚至消失的主要途径。关键词：内聘教师，留职意愿，组织承诺

The fundamental of the education development in Tibet is excellent teachers, the stable and excellent teachers are keys to improve the quality of education. However, the specificity of Tibet made it difficult to input teachers and retain them, and now the teachers are losing seriously. Retaining excellent teachers employed from mainland, analyzing the factors affect their choice between staying and leaving, and proposing improvement solutions to these factors becomes an effective way to promote Tibet education. On the basis of combing the evidence systematically, the paper used organizational commitment as instrument, made a detailed explanation to factors affecting teachers’ intension to retain, and tried to discover the problems of the school management that affect the teachers’ choice between staying and leaving. Through the analysis to the organizational attitude of teachers, we strived to provide some basis for educational personal management agency to make reasonable management decisions. Based on the purpose above, this paper focused on the following questions: (1) the reasons why there is dilemma between staying and leaving; (2) the effect of these reasons to organizational commitment; (3) the effect of organizational commitment to the intension to retain. This paper took the analytical frame of organizational commitment as research tool, adopted case study approach of qualitative research methods, and made research on the retaining of teachers employed from mainland. Via observation, interviews, shadowing, and questionnaire etc, the paper describes the status quo of teachers employed from mainland both from individual factors and organizational factors, based on which the research analyzed the organizational commitment of teachers employed from mainland by attitudinal commitment and behavioral commitment, and then discussed the reasons why the teachers employed from mainland chose to retain.Researcher made analysis and descriptions to the phenomenon——causes of the case study from subject angle and sociological angle and found that when the teachers employed from mainland make choice between staying and leaving, they focus more on family and emotional rely while less on salary, and the main cause of their interest of leaving is their negative evaluation to the school organization. However, even though they choose to retain at last, their working condition still not good, which causes the series impact——the quality declination of teaching. Based on this, we found that the dilemma between retaining and leaving is not really a “dilemma”, and making teachers have more positive evaluation and more attitudinal commitment to the organization, is the main approach for the dilemma to decline, even vanish. KEY WORDS：teacher employed from mainland， intension to retain， organizational commitme