餐饮企业组织职业生涯管理与员工组织承诺的关系研究

发布时间：2018-03-17 00:39

本文选题：职业生涯管理　切入点：组织支持感　出处：《东北财经大学》2010年硕士论文　论文类型：学位论文

【摘要】：我国餐饮企业一直处于高速增长的状态,2008年后受金融危机的影响,国内许多行业的增长速度减慢,但我国餐饮业营业额的增长率一直保持在两位数以上。在快速发展的过程中,餐饮企业一直面临着员工流失率高和在职员工消极怠工的问题,而组织承诺对员工的离职倾向和工作态度有很好的预测度。因此,建立什么样的人力资源管理体系才能提升餐饮企业员工的组织承诺成为企业管理者关注的问题。在人力资源管理体系中,很多行业都证实组织职业生涯管理的有效实施能影响员工的组织承诺,但是对餐饮业员工的研究却很少。由于现在餐饮业员工受教育水平的提高,员工的自我成长和发展需求增加,在企业内能不能得到长久的发展成为影响员工组织承诺的重要因素。因此,本文选择探讨组织职业生涯管理对餐饮企业员工组织承诺的影响。本文首先对组织职业生涯管理、组织承诺、组织支持感的相关文献进行总结,通过引入组织支持感作为中介变量,提出组织职业生涯管理对餐饮业员工组织承诺的影响模型和本文的研究假设。本文的实证研究以青岛市餐饮企业员工为研究样本,就他们的组织职业生涯管理、组织支持感及组织承诺进行问卷调查,然后对数据进行分析并对研究假设进行验证。本文主要通过相关分析和回归分析,验证了组织职业生涯管理、组织支持感、组织承诺三者以及各维度的相关性,通过偏相关分析验证了组织支持感是否在组织职业生涯管理对组织承诺的影响中起中介作用。最后,根据研究结论为企业实施职业生涯管理提出建议。本文的主要结论有：餐饮企业组织职业生涯管理对员工的组织支持感、组织承诺有着显著正向影响；组织支持感对感情承诺有明显的正向影响,与规范承诺和继续承诺存在较弱的正相关关系；组织职业生涯管理对组织承诺和感情承诺的影响是通过组织支持感的中介作用实现的,而组织职业生涯管理直接影响员工的规范承诺和继续承诺。
[Abstract]:Chinese catering enterprises have been in a state of rapid growth. After 2008, affected by the financial crisis, the growth rate of many domestic industries slowed down, but the growth rate of turnover of catering industry in our country has been kept above double digits. In the process of rapid development, Catering enterprises have been faced with the problem of high turnover rate and inactive employees, and the organization has promised to have a good forecast of turnover intention and work attitude of employees. What kind of human resource management system can enhance the organizational commitment of employees in catering enterprises has become the concern of enterprise managers. In the human resources management system, Many industries have confirmed that the effective implementation of organizational career management can affect the organizational commitment of employees, but little research has been done on the employees in the catering industry. The self-growth and development demand of the staff has become an important factor that affects the organizational commitment of employees. Therefore, this paper chooses to explore the impact of organizational career management on organizational commitment of employees in catering enterprises. This paper first summarizes the relevant literature on organizational career management, organizational commitment, organizational support, and introduces organizational support as an intermediary variable. This paper puts forward the influence model of organizational career management on the organizational commitment of catering industry staff and the research hypotheses of this paper. The empirical study of this paper takes Qingdao catering enterprise staff as a sample to study their organizational career management. A questionnaire survey on organizational support and organizational commitment was conducted, and then the data were analyzed and the research hypotheses were verified. This paper verified organizational career management and organizational support by correlation analysis and regression analysis. Through the partial correlation analysis, we verify whether organizational support plays an intermediary role in the influence of organizational career management on organizational commitment. According to the conclusion of the study, some suggestions are put forward for enterprises to implement career management. The main conclusions of this paper are as follows: organizational career management of catering enterprises has a significant positive impact on organizational support and organizational commitment, and organizational support has a significant positive impact on emotional commitment. The influence of organizational career management on organizational commitment and emotional commitment is achieved through the intermediary role of organizational sense of support. The organizational career management directly affects the staff's normative commitment and continued commitment.
【学位授予单位】：东北财经大学
【学位级别】：硕士
【学位授予年份】：2010
【分类号】：F272.92;F719.3

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