Impact of Intellectual Capital on Work Performance of University Teachers: The Intermediary Role of Intra Organization Trust

Intellectual capital (INC) is an important source 
for organizations to create value and gain sustainable competitive advantage. 
Intra organization trust (IOT) can maintain a good atmosphere within the 
organization, and ensure the harmony of work relationships. From the 
perspective of university management, how to efficiently allocate resources 
such as intellectual capital and intra organization trust is an important topic 
for university management in the era of knowledge economy. This paper uses a 
combination of quantitative and qualitative research methods, taking 
universities in Henan Province as an example, and finds that intellectual 
capital has a significant positive impact on the intra organization trust and 
the work performance of university teachers (WPT); intra organization trust has 
a significant positive impact on the performance of university teachers; when 
intellectual capital affects the work performance of university teachers, intra 
organization trust plays an intermediary role.


Introduction
The theory of intellectual capital (INC) originated from the study of economic value in educational theory (Schultz, 1961). In the era of knowledge economy, INC is intellectual materials such as knowledge, experience and information that can be used to create wealth, and it is the driving force of organizational development.
top 100. The fact that the comprehensive strength of the universities in the province is not strong cannot be ignored.
In order to meet the needs of students, pursue excellent teaching quality and enhance the competitiveness of higher education in Henan Province, we should attach importance to work performance of university teachers (WPT), and enhance the comprehensive competition level of universities. Taking universities in Henan province as an example, this paper studies the influence of INC on WPT by taking IOT as an intermediary variable, so as to explore ways to improve WPT in Henan Province.
The frame diagram of this research formed after sorting out various documents, as shown in Figure 1.
According to the structural frame diagram, the following hypotheses are proposed: 1) INC has significant a positive and direct influence on WPT.
2) INC has significant a positive and direct influence on IOT.
3) IOT has significant a positive and direct influence on WPT. 4) INC has significant a positive and indirect influence on WPT through IOT.
The connotation of university INC is obviously different from that of corporate INC: 1) The connection between universities and the outside world is a non-profit social relationship; 2) University INC covers a wide range of contents, including scientific research achievements, intellectual property rights and new knowledge formed by the continuous integration of knowledge caused by the intersections of different disciplines (Wu & Li, 2007).
Therefore, this paper believes that the university INC is the rich educational resources, cultural concepts and scientific research achievements owned by universities, and it is an intangible resource that can create value for them, which will help universities to realize the three major functions, the cultivation of talents, development of science and technology, and service to society, and bring sustainable competitive advantages (Zhang, 2009;Hu, 2018).
In the research on the formation of university INC, the three-dimension is recognized and widely used by most scholars, which is composed of human capital, structural capital, and relational capital (Zhang, 2009;Quan, 2018). These three elements essentially explain the essential characteristics of university INC.
Therefore, this paper chooses to study the relationship between INC and university teachers' performance from these three dimensions.
In university INC, human capital is the core, including teachers' health, knowledge, technology, attitudes and abilities. It is the main reason for the performance of universities and plays a leading role in the process of value creation (Xu et al., 2010); structural capital is the platform foundation for achieving university performance, including management methods, system culture, facility construction and discipline construction, and creates conditions for human capital to play a role (Quan, 2018); relational capital is the key for universities to obtain social value, including academic reputation, social popularity, and the relationship between stakeholders (Wang, 2006).

Intra Organization Trust
Scholars have put forward different views on the connotation of IOT from different angles: 1) Essential perspective. IOT is a firm belief and a willingness to carry risks. The organization or internal individuals must be honest, reliable, and have common goals and beliefs (Cummings & Bromiley, 1996;Peng, 1999). 2) Behavioral perspective.
IOT is the trust that members trust in each other, the leadership, and the organization as a whole through interaction (Nyhan & Marlowe, 1997;Liu, 2017). Journal of Human Resource and Sustainability Studies 3) Angle of action. IOT can motivate staff to improve work attitude, improve work performance and promote organizational development (Bryk & Schneider, 2002;Cui, 2014).
Therefore, this paper believes that IOT refers to the firm belief of organization members not to obtain additional benefits, which is manifested in the dependence of employees on the organization, leadership and colleagues, and contributes to the improvement of work efficiency, the development of the organization and the advancement of the reform (Cummings & Bromiley, 1996;Bryk & Schneider, 2002 trust, and colleague trust (Kuang & Ling, 2009;Ge, 2015). Therefore, this paper conducts research on this subject from the three dimensions of university trust, leadership trust and colleague trust.
Summarizing the previous researches on the dimensions of IOT and combining the characteristics of universities, this paper holds that the concepts of the three dimensions of IOT are: university trust is the overall trust of teachers in some regulations and policies formulated by universities regarding teachers; leadership trust means that teachers believe in the ability of leaders, that they can make correct decisions and other good qualities; colleague trust means that teachers are willing to believe that colleagues will sincerely help them solve their work problems and overcome work difficulties together (Ge, 2015).

Work Performance
This paper conducts research on teachers' personal work performance, and summarizes previous studies on work performance concepts from three perspectives: 1) The final result of the work. Work performance is the completion of work functions and other labor or work behaviors specified in the job description, emphasizing the number of work and the value and quality of work contributions (Bernardin & Beatty, 1984;Yang et al., 2000). 2) A kind of behavior.
Work performance is the sum of quantifiable behaviors shown by an individual when achieving goals. It attaches importance to the process by which employees complete the work, rather than the result (Bates & Holton III, 1995;Hou et al., 2014). 3) Comprehensive manifestation of results and behavior. Work performance is the unity of work behavior, process, and results. It is a complex of behaviors and results closely related to organizational strategic goals (Borman & Motowidlo, 1997).
Based on the viewpoints of the above scholars, combined with the three major functions of universities, this article believes that WPT refers to the quality and quantity of the individual's completion of teaching, scientific research, service to the society and other related work, as well as the behavioral performance that is beneficial to the development of the school (Liao et al., 2016;Ma et al., 2017).

B. Zhang, W. Phromphitakkul Journal of Human Resource and Sustainability Studies
As for the division of the dimensions of work performance, scholars divided work performance of different occupations into task performance and relationship performance (Wu et al., 2006;Li, 2019). In today's new era of deepening reforms in higher education, for universities to develop, they must have breakthroughs and innovations. Therefore, innovation has become a driving force for the sustainable development of universities. In order to satisfy the three major functions of universities, this paper divides the performance of university teachers into task performance, relationship performance and innovation performance.
In universities, teachers' task performance is the result or behavior that teachers make contributions to the university by using their knowledge and technology to complete teaching and scientific research tasks and responsibilities, including job responsibilities, teaching quality and scientific research achievements (Liao et al., 2016;Wu et al., 2006). Teachers' relationship performance refers to the behavior and process in which teachers indirectly contribute to the university or society through their support for psychological, university and social background, which is mainly manifested in individual self-discipline, teacher-student interaction and teamwork (Ma et al., 2017). Teachers' innovation performance refers to the behaviors that teachers care about the development of their subject, engage in scientific research and guide students to innovate (Ma et al., 2017).

Methodology
This research focuses on quantitative analysis, supplemented by qualitative analysis. The researcher collects qualitative data using focus-groups from 24 teachers who are currently teaching at universities in Henan Province, and divides the participants into three groups of 8 each. The subject of quantitative research is limited to full-time teachers in universities in Henan Province. According to statistics released by the Ministry of Education of the People's Republic of China in 2020, there are 124,547 full-time teachers in universities in Henan Province.
According to Yamane's calculation of the sample size, this article randomly selected 400 full-time teachers from them for investigation.
In order that the selection of sample units is not affected by the subjective factors of the investigator and other systemic factors, the influence of people's subjective consciousness is completely excluded, so that each unit in the population has the same chance of being selected. The selection is pure It was accidental. The principle of randomness is the basic principle that must be followed in random sampling. In this statistical sampling survey, the random principle is strictly adhered to.

Reliability and Validity Analysis
As mentioned before, the semi-structured interview outline and questionnaire in this research are designed on the basis of literature and scholars' practice.
Therefore, the scientificity, feasibility, and objectivity of the research method are ensured, which is an important theoretical basis for the study of this article. This study uses the Cronbach Alpha coefficient method to analyze the reliability of the collected sample data. From Table 1, it can be known that the Cronbach α value of all research variables reached more than 0.8, indicating that the measurement data has a high degree of reliability, and the measurement results are more consistent and stable.
In order to ensure the validity of the questionnaire design, five experts were selected to evaluate the content design of the questionnaire. Through item objective congruence, the IOC was calculated to be greater than 0.7 (Table 2).

Difference Test
T-test analyzed the difference of gender, and the default significance level of the difference test is 0.05. The results are shown in the following Table 3: gender of the sample has no significant difference in IOT (P > 0.05), but has significant difference in INC (P = 0.001 < 0.05) and WPT (P = 0.009 < 0.05). In addition, one-way ANOVA was used to analyze whether age, education level, job position level, and work experience had significant differences in variables such as INC, IOT and WPT.
From Table 6, job position level of the sample has no significant differences in INC, IOT and WPT (P > 0.05).
Through the test results can be known, gender, age, education level, job position level, and work experience of research variables all have some or all significant differences on the study variables. In the subsequent regression analysis of this paper, they are used as control variables to exclude the influence of non-study variables.

Correlation Analysis
Correlation analysis preliminarily predicts whether the relationship between variables is consistent with the hypotheses of this study, and Pearson correlation coefficient represents the strength of the correlation.
A specific analysis of the data in Table 8 shows that there is a positive correlation between INC and WPT (r = 0.463, p < 0.01), which provides preliminary evidence for H 1 ; there is a positive correlation between INC and IOT (r = 0.769, p < 0.01), which provides preliminary evidence for H 2 ; there is a positive correlation between IOT and WPT (r = 0.621, p < 0.01), which is H 3 provided preliminary evidence.

Regression Analysis
In this paper, the multivariate linear regression analysis method is used to analyze the causal relationship between variables and verify the relevant hypotheses. From

Mediating Test of IOT between INC and WPT
In order to test the mediating effect, there must be significant influence between independent variables and dependent variables.
As can be seen from the above Through the empirical analysis of the sample data, the research hypotheses proposed in this paper have been verified. The specific results are shown in Table 14.