Influence of Three Dimensions of Intellectual Capital on Relationship Performance of University Lecturers: A Case of Universities in Henan Province, China

Intellectual capital plays an important role in promoting the development of the universities. Individual lecturers are in an organizational environment, and their behavior is affected by the organizational environment. Therefore, the relationship between intellectual capital and relationship performance of university lecturers is an important research topic. This thesis used quantitative research methods, taking university lecturers in Henan Province as an example, and found that three dimensions of intellectual capital, human capital, structural capital and relational capital, have a significant positive impact on the relationship performance of university lecturers.

the universities' internal educational connotation.
Relationship performance is one of the dimensions of work performance recognized by many scholars. It is mainly manifested in the handling of interpersonal relationships at work. Good interpersonal relationships can help create a healthy working atmosphere, reduce friction between members in the organization, and improve the personal efficiency of employees (Xu, 2012).
This paper took the universities in Henan province as an example, studied the impact of human capital, structural capital and relational capital on the relationship performance of university lecturers.
Specifically, the problems studied in this paper are: 1) What is the impact of human capital on the relationship performance of university lecturers in Henan Province?
2) What is the impact of structural capital on the relationship performance of university lecturers in Henan Province?
3) What is the impact of relational capital on the relationship performance of university lecturers in Henan Province?
The conceptual framework of this research is formed after reviewing various literatures is shown in Figure 1. According to the research conceptual framework, put forward relevant hypotheses of this research: H 1 : There is a significant affect from human capital on relationship performance of university lecturers.
H 2 : There is a significant affect from structural capital on relationship performance of university lecturers.
H 3 : There is a significant affect from relational capital on relationship performance of university lecturers.

Intellectual Capital
Intellectual capital was first proposed by the famous British classical economist.
With the deepening of research, more scholars have put forward different views on the definition of intellectual capital. Edvinsson and Malone (1997) believed that intellectual capital was the integration of knowledge, technology, innovation, and the ability of individual employees to control their own tasks. Sha and Kong (2004) believed that intellectual capital was capital that could be standardized, controlled, and influenced to produce higher value. Li and Liu (2005) (Edvisson, 1997;Zhang, 2002;Dzinkowski, 2005). Through conscious investment to achieve future value-added, dependent on the total value of human health, intelligence, and spirit (Liu et al., 2007;Xu, 2009). In universities, It mainly included knowledge, technology, attitudes, teaching, research, innovation, and collaboration capabilities (Zou & Hui, 2009;Wang, 2006), which are the main reasons for the performance of universities.
Structural capital referred to all organizational intangible assets that can play basic functions (Yan, 2006). It includes soft assets such as the organization's strategic culture, structural systems, rules and procedures, as well as basic assets such as data information and knowledge networks (Li, 2006). Structural capital in universities is a kind of organizational ability. It improves efficiency by integrating various resources of universities (Tao & Jiang, 2011), and creates conditions for human capital to function. It consists of organizational structure, regulations, campus culture, facility construction, and discipline The composition of professional construction, information technology, and intellectual property rights (Fan & Tao, 2005;Wang, 2006), is the platform foundation for achieving university performance.
Relational capital referred to the beneficial relationship between the organization and its customers, suppliers, partners, etc. (Edvinsson & Malone, 1997). It is the capital formed by the establishment, maintenance, development and investment of the relationship between enterprises and stakeholders to achieve their goals. Relational capital in universities referred to the social environment in which the university is located and the society's evaluation of the university, including academic reputation, social popularity and the relationship between stakeholders (Fan & Tao 2005;Wang, 2006;Zou & Hui, 2009), is the key for universities to obtain social value.

Relationship Performance
Relationship performance is mainly concerned with organizational interpersonal relationships (Borman & Motowidlo, 1993), including voluntary completion of informally prescribed activities, perseverance and enthusiasm to complete tasks, helping others and cooperating with others, sacrificing the individual to comply with organizational rules and procedures, and approving, supporting and maintaining organizational goals and other related behaviors. Regarding the work of university lecturers, relationship performance referred to lecturers' contributions to the university through psychological, university and social background support (Wu et al., 2006), which is mainly reflected in social services, lecturer-student interaction, and teamwork. It is helpful to achieve the three functions of cultivating talents, developing science, and serving society in universities, and achieve the desired or prescribed goals of universities. Journal of Service Science and Management relational capital and relationship performance of university lecturers through quantitative research. There are 141,992 university lecturers in Henan Province, and the sample size is 400 calculated by Yamane. In this paper, 400 randomly selected university lecturers in Henan Province were taken as the objects of investigation, and questionnaires were distributed.
In addition, this paper selected the empirical indicators used by different scholars and practitioners to evaluate human capital, structural capital, relational capital, and relationship performance, and combined the characteristics of the university itself to determine an evaluation scale suitable for this research, and analyzed the reliability and validity of the variables, and then the difference test of demographic variables to eliminate the influence of non-research variables on the research results, and finally used correlation analysis and regression analysis to verify the research hypotheses.

Reliability and Validity Analysis
In this study, the Cronbach Alpha coefficient method was used to analyze the reliability of the collected sample data. From

Difference Test
Difference test is used to reveal whether demographic variables are significantly There are only two groups of male and female, which are two independent samples, so the T-test is used for analysis. Gender has no significant difference in human capital, structural capital, relational capital and relationship performance (P > 0.05). The analysis results are shown in Table 3.
One-way ANOVA is to measure the influence of different levels of control variables on the observed variables. This method can be used to analyze whether there are significant differences in human capital, structural capital, relational capital, and relationship performance by age, education, work experience, and professional titles. Through One-way ANOVA of the data, the following conclusions can be drawn in Table 4: From Table 4, it shows that age has no significant difference in structural capital and relationship performance (P > 0.05), but has significant difference in human capital and relational capital(P < 0.05).
From Table 5, education level has no significant difference in relationship performance (P > 0.05), but has significant differences in human capital, structural capital, and relational capital (P < 0.05).
From Table 6, there are no significant differences in structural capital and relationship performance for work experience (P > 0.05), but there are significant

Correlation Analysis
Correlation analysis is an analysis method of the degree of interdependence between one variable and another variable. It can understand the correlation between variables and whether the relationship between the preliminary predictors is consistent with the hypotheses of this research. This paper uses SPSS23.0 to analyze the sample data, and the results of the correlation analysis between the research variables are shown in Table 8. From

Regression Analysis
Regression analysis is a statistical analysis method to determine the mutual dependence of two or more variables. It can be used to quantitatively analyze the causal relationship between variables. The multiple linear regression equation in this article is expressed by the following formula: In the formula, y is dependent variable, and η are estimated parameters, ε is the error term.
Among them, the change of the dependent variable (explained variable) is solved by the linear part, the interaction term and the random error term. Correlation analysis initially verifies the correlation between variables, but cannot explain the causal relationship between variables.
From Table 9, Model 1-2 adds human capital on the basis of Model 1-1, the    Through the above empirical analysis, the verification results of all relevant research hypotheses in this thesis are obtained, as shown in Table 12.

Conclusion
On the basis of reviewing and collecting relevant literatures, this thesis summarized the related researches on human capital, structural capital, and relational capital and relationship performance, combined the characteristics of university lecturers, determined the measurement indicators of each variable, and constructed a theoretical model of control variables (gender, age, education level, work experience, and professional titles), independent variables (human capital, structural capital, and relational capital) and dependent variables (relationship performance), then proposed related research hypotheses.
In addition, this thesis combined the previous researches, designed a questionnaire, conducted surveys on university lecturers in Henan Province. Relia-Journal of Service Science and Management bility and validity analysis was carried out based on the data of 400 valid questionnaires, and the influence of irrelevant variables on the research results was excluded by controlling non-research variables. Correlation analysis and regression analysis were used to verify the hypothesis.
Empirical research finally concluded: Human capital has a significant positive impact on relationship performance of university lecturers. Structural capital has a significant positive impact on relationship performance of university lecturers.
Relational capital has a significant positive impact on relationship performance of university lecturers.
It can be explained that the improvement of human capital, structural capital and relational capital is an important means to improve the relationship performance of university lecturers and an effective method to improve the comprehensive strength of universities.