酒店员工个人—组织契合度对薪酬满意度的影响研究

发布时间：2018-03-17 20:07

本文选题：酒店员工　切入点：个人-组织契合度　出处：《鲁东大学》2013年硕士论文　论文类型：学位论文

【摘要】：多变的消费市场、全球化的竞争以及急剧上升的经营成本，促使酒店业不断提升服务质量以迎合顾客的需求和欲望。酒店的经营者和管理者均应以调动员工的积极性为根本，传统的静态的行使单一行政职能的人事管理已经不能适应酒店业的新变化，代之而起的是实行确保人与组织最佳契合的现代人力资源管理。薪酬满意度作为现代管理的重要因素之一，直接影响着酒店能否激励员工、吸引并留住员工。有关薪酬满意度的研究，国外已有近30年的研究历史并取得了丰硕的成果。国内对该领域的研究也取得了一些进展，但从个人-组织契合度角度研究的尚且不多。本文以酒店员工为研究对象，在回顾国内外个人-组织契合度与薪酬满意度为研究的相关文献的基础上，采用问卷调查的方法对烟台市的10家星级酒店（五星级两家，四星级三家，三星级五家）的员工进行调查，运用因素分析、方差分析、回归分析等统计方法得到数据，并分析了结果，讨论了酒店员工薪酬满意度在人口学变量上的差异，分析了个人-组织契合度中价值观契合度、需求-能力契合度、需要-供给契合度三个维度对于薪酬水平、福利、薪酬晋升以及薪酬管理满意度的关系及影响作用，对酒店在员工人力资源管理的实践过程中提出了建设性意见，也对酒店员工个人-组织契合度对薪酬满意度的影响后续研究中有待进一步深化的部分提出了建议。通过研究，得出以下结论： 1、酒店员工薪酬满意度普遍偏低，均没有达到中等满意水平，就薪酬满意度的四个维度来看，薪酬福利的满意度最高，其次是薪酬晋升和薪酬水平的满意度，各酒店员工对于薪酬管理的满意感最低。 2、酒店员工个人-组织契合度比较低，，总体处于中等契合水平以下，就个人-组织契合度三个维度来看，价值观契合度最高，其次是需求-能力契合度，酒店员工的需要-供给契合度最低。 3、不同性别、年龄人口学变量对酒店员工薪酬满意度无显著性影响，不同学历、职位以及不同的酒店级别对薪酬满意度的某些维度产生不同的影响。表现为职位对于薪酬水平和薪酬满意度具有显著影响，学历因素对于薪酬晋升和薪酬管理具有显著影响，酒店的星级级别对于员工福利和薪酬管理的影响明显相关。 4、个人-组织契合度对酒店员工薪酬满意度存在显著性影响。 5、价值观契合度对于薪酬满意度的四个维度均具有显著的积极影响作用，而需要-供给契合对薪酬水平和薪酬管理满意度影响，而对福利和薪酬晋升则产生负向的影响作用，需求-能力契合度对薪酬管理具有显著负影响，而对其他三个满意度维度具有较好的促进作用。
[Abstract]:The changing consumer market, the globalization of competition and the soaring operating costs urge the hotel industry to continuously improve its service quality to meet the needs and desires of its customers. The traditional static personnel management, which performs a single administrative function, can no longer adapt to the new changes in the hotel industry. Instead, modern human resource management is implemented to ensure the best match between the people and the organization. As one of the important factors of modern management, salary satisfaction directly affects whether the hotel can motivate the staff. Attracting and retaining employees. The research on compensation satisfaction has been studied for nearly 30 years abroad and has made fruitful achievements. Some progress has been made in this field in our country. However, there is not much research from the angle of individual-organization fit. This paper takes hotel staff as the research object, on the basis of reviewing the relevant literature of personal organization fit degree and salary satisfaction degree at home and abroad, adopts the method of questionnaire investigation to 10 star hotels in Yantai city (two five-star hotels, two five-star hotels). Four star three, three three star five) the employee carries on the investigation, uses the factor analysis, the variance analysis, the regression analysis and so on the statistical method obtains the data, and analyzes the result, discusses the hotel staff salary satisfaction in the demography variable difference, This paper analyzes the relationship and influence of the three dimensions of personal and organizational fit, such as value fit, demand-ability fit and needs-supply fit, on salary level, welfare, salary promotion and salary management satisfaction. This paper puts forward some constructive suggestions on the practice of staff human resource management, and also puts forward some suggestions on the further research on the impact of the degree of individual-organization fit on salary satisfaction. Through the research, the following conclusions are drawn:. 1. The salary satisfaction of hotel staff is generally low, all of them have not reached the moderate satisfaction level. In terms of the four dimensions of salary satisfaction, the satisfaction degree of salary and welfare is the highest, followed by salary promotion and salary level satisfaction. Hotel staff are the least satisfied with salary management. 2. The degree of individual-organization fit of hotel staff is relatively low, and the overall level is below the moderate level. In terms of the three dimensions of personal and organizational fit, the degree of value fit is the highest, followed by the degree of demand-ability fit. Hotel staff needs-supply fit is the lowest. 3, different gender, age demographics variables have no significant influence on the salary satisfaction of hotel staff, different degrees of education, Positions and different hotel levels have different effects on some dimensions of salary satisfaction, such as position has significant influence on salary level and salary satisfaction, educational background has significant influence on salary promotion and salary management. The impact of the hotel's star rating on employee benefits and compensation management is clearly related. 4. The degree of personal-organization fit has significant influence on the salary satisfaction of hotel staff. 5. The value compatibility has a significant positive effect on the four dimensions of salary satisfaction, while the needs-supply fit has a negative effect on the compensation level and salary management satisfaction, while on the welfare and salary promotion, it has a negative impact on the compensation level and the salary management satisfaction, while the demand-supply fit has a negative impact on the compensation level and salary management satisfaction. The degree of demand-ability fit has a significant negative effect on salary management, while it can promote the other three dimensions of satisfaction.
【学位授予单位】：鲁东大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F719

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