南宁商业健身俱乐部健身教练员工作满意度研究

发布时间：2018-07-02 11:36

本文选题：商业健身俱乐部 + 健身教练员　；参考：《广西民族大学》2017年硕士论文

【摘要】：随着大众的物质生活提升与空闲时间的增加,人们开始对身体的健康愈加关注。商业健身俱乐部凭借优雅的健身环境及专业的健身教练正吸引着大批的健身爱好者,其中健身教练员的服务质量是关键中的关键,而健身教练员的服务质量受到多方面的影响,其中工作满意程度影响最大。为了了解南宁市商业健身俱乐部健身教练员工作满意度,也为了提升俱乐部的人力资源管理水准,文章采用文献资料法、访谈法、问卷调查法及数理统计法对南宁市20家连锁式经营的商业健身俱乐部180名健身教练员从工作本身、工作报酬、成长与发展、工作关系、工作条件、管理机制、发展前景共7个指标进行工作满意度的调查研究。研究结果表明:1南宁商业健身俱乐部教练员整体工作满意度合格,但处于“中等偏下”的层次。各二级指标分值按从大到小依次为工作本身、工作关系、工作条件、发展前景、工作回报、成长与发展、管理机制。2三级指标中满意度最低的分别是:实现人生追求、奖金福利、职业发展计划、分享经验、工作时间、激励制度、核心竞争力。3在性别、婚姻、工作性质、年龄、文化程度、月收入、执教年限等变量上,教练员工作满意度对7个二级指标满意度存在显著性差异。具体表现在:(1)性别变量。工作报酬、成长与发展、工作条件三个维度有显著性差异。工作条件维度上,男性满意度高于女性,其余的两个维度,女性高于男性。(2)婚姻变量。仅在发展前景维度存在显著性差异,未婚的满意度高于已婚满意度。(3)工作性质变量。仅在成长与发展维度存在显著性差异,专职教练员满意度小于兼职教练员。(4)年龄变量。工作报酬、成长与发展、发展前景三个维度上存在显著性差异。33-39岁教练员在工作报酬、成长与发展维度满意度相对较低;27-32岁教练员在发展前景维度满意度相对较低。(5)文化程度变量。成长与发展、发展前景两个维度上存在显著性差异。本科学历教练员在成长与发展维度的满意度相对较低;研究生以上学历的教练员在发展前景维度的满意度相对较低。(6)薪酬变量。工作报酬、工作关系、发展前景三个维度上存在显著性差异。2000元以下教练员在工作报酬维度的满意度相对较低;4001-5000元教练员在工作关系、发展前景维度的满意度相对较低。(7)执教年龄变量。工作报酬、工作关系两个维度上存在显著性差异。执教年限为1-2年健身教练员对工作报酬的满意度相对较低;执教年限2-3年教练员在工作关系的满意度上相对较低。针对从健身教练员工作满意度调查分析与健身教练员工作满意度变量差异分析中得到的健身教练员工作满意度方面存在的问题,提出了相应的对策,为俱乐部管理者提高健身教练员工作满意度水平提供有针对性的建议。
[Abstract]:With the improvement of material life and the increase of free time, people begin to pay more attention to their health. Commercial fitness clubs are attracting a large number of fitness enthusiasts by virtue of their elegant fitness environment and professional fitness coaches. Among them, the service quality of fitness coaches is the key, and the service quality of fitness coaches is affected by many aspects. The degree of job satisfaction is the most important. In order to understand the job satisfaction of fitness coaches in Nanning Commercial Fitness Club, and to improve the human resource management level of the club, the paper adopts the method of literature and interview. A questionnaire survey and mathematical statistics method were used to investigate 180 fitness coaches of 20 commercial fitness clubs in Nanning from work itself, work compensation, growth and development, working relationship, working conditions, management mechanism, etc. A total of 7 indicators of development prospects were investigated on job satisfaction. The results show that the coaches of Nanning Commercial Fitness Club are qualified in overall job satisfaction, but at the middle level. The lowest degree of satisfaction of the second level index from big to small is job itself, working relationship, working conditions, development prospect, work reward, growth and development, management mechanism and management mechanism. 2. The lowest degree of satisfaction is to realize the pursuit of life. Bonus benefits, career development programs, experience sharing, working hours, incentive systems, core competencies. 3 variables such as gender, marriage, nature of work, age, education, monthly income, length of service, etc., There were significant differences in the job satisfaction of coaches to the seven secondary indicators. Specific performance in: (1) gender variables. There are significant differences in three dimensions of work compensation, growth and development, and working conditions. In the dimension of working conditions, male satisfaction is higher than that of female, and the other two dimensions are higher than that of male. (2) Marriage variable. There was significant difference only in the dimension of development prospect, and the degree of satisfaction of unmarried was higher than that of married. (3) Job nature variable. Only in the dimension of growth and development there was significant difference, the satisfaction of full-time coaches was less than that of part-time coaches. (4) Age variable. There are significant differences in the three dimensions of work compensation, growth and development, development prospects. 33-39 years old coaches in the pay for work, The satisfaction degree of the growth and development dimension is relatively lower than that of the coaches aged 27-32 years in the development prospect dimension. (5) the education level variable. There are significant differences between the two dimensions of growth and development prospects. The degree of satisfaction of coaches with undergraduate degree is relatively low in the dimension of growth and development, and that of coaches with graduate degree or above is relatively low in the dimension of development prospects. (6) salary variable. There were significant differences in the three dimensions of work reward, work relationship and development prospect. The satisfaction of coaches under RMB 2000 in the dimension of work compensation was relatively lower than that of RMB 4001-5000 in the working relationship. Development perspective dimension of satisfaction is relatively low. (7) Teaching age variable. There are significant differences in the two dimensions of work compensation and work relationship. The satisfaction of fitness coaches for 1-2 years is relatively low, and 2-3 years of coaching years is relatively low. In view of the problems existing in the investigation and analysis of the job satisfaction of the fitness coaches and the analysis of the differences between the job satisfaction and the variables of the job satisfaction of the fitness coaches, the corresponding countermeasures are put forward. To provide specific suggestions for club managers to improve the level of job satisfaction of fitness coaches.
【学位授予单位】：广西民族大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G812.17

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