H酒店员工敬业度研究

发布时间：2018-04-18 16:35

本文选题：员工敬业度 + H酒店　；参考：《南昌大学》2014年硕士论文

【摘要】：21世纪，员工的敬业度成为越来越多企业议论的话题，国内外许多专家与学者对员工的敬业度展开了调查和分析，但从调查的对象来看，针对酒店行业的还较少。现实中观察到，许多服务行业的大部分利润来自于忠诚的消费者，而忠诚的消费者很大程度上依赖于企业忠诚的员工，由此看来，对酒店行业员工敬业度的调查很大程度上能够反映服务行业的真正的利润来源点，对提高酒店的核心竞争力具有重要的理论意义和现实意义。本文研究主旨在如何判定工作环境、员工意识和员工敬业度之间的关系，工作环境（工作特点、内部关系和组织管理）如何通过员工意识（归属感、满意度和认同度）来影响员工的敬业度。本文构建通过工作环境对员工敬业度影响模型，在不同的时间对H酒店的不同层级的员工进行了简单的访谈，，获得了50余份有参考价值的访谈记录，对记录进行统计分析。最后对H酒店如何提升酒店员工的敬业度提出了相应的建议。本文对H酒店员工敬业度进行研究，得出以下结论：（1）结合国内外学者的研究前提下，本文将H酒店的工作环境做为研究的初始变量，分为三个主要的维度，分别是工作特点、内部关系和组织管理。文中首先对初始变量进行统计学中的信度和效度分析，分析的结果表明初始变量是可以做因子分析的。（2）文中将H酒店的员工意识作为中介变量，分为三个主要维度，分别为归属感、满意度和认同度。对中间变量进行信度和效度分析得出中间变量是可以进行因子分析的，并且初始变量通过中间变量对员工敬业度发挥着作用。（3）在前文的研究基础上提出提升H酒店员工敬业度的管理建议，本文从四个角度展开，第一，改善工作环境。第二，设计科学的工作内容。第三，建立公平、合理的薪酬管理制度。第四，帮助员工制定科学的职业生涯规划。通过对以上四角度的分析，以实现通过H酒店工作环境去影响员工的员工意识，进而达到员工对酒店的敬业度的目的。
[Abstract]:In the 21st century, employee engagement has become a topic of discussion in more and more enterprises. Many experts and scholars at home and abroad have investigated and analyzed the employee engagement, but from the object of investigation, the hotel industry is still less.In reality, it is observed that most of the profits in many service industries come from loyal consumers, who depend heavily on the loyal employees of the enterprise.The investigation of employee engagement in hotel industry can reflect the real profit source of the service industry to a great extent and has important theoretical and practical significance to improve the core competitiveness of the hotel.This paper focuses on how to determine the relationship between work environment, employee consciousness and employee engagement, and how work environment (work characteristics, internal relations and organizational management) can be determined through employee consciousness (sense of belonging).Degree of satisfaction and identity) to affect employee engagement.This paper constructs a model of the influence of working environment on employee engagement and conducts simple interviews with different levels of employees in H Hotel at different times. More than 50 references of interview records are obtained and the records are statistically analyzed.Finally, some suggestions are put forward on how to improve the hotel staff engagement.This paper studies the employee engagement of H Hotel and draws the following conclusions:1) based on the research of domestic and foreign scholars, this paper takes the working environment of H Hotel as the initial variable of the study, which is divided into three main dimensions: work characteristics, internal relations and organization and management.In this paper, the reliability and validity of the initial variables are analyzed, and the results show that the initial variables can be analyzed by factor analysis.In this paper, the employee consciousness of H Hotel is regarded as an intermediary variable, which is divided into three main dimensions: sense of belonging, satisfaction and identity.By analyzing the reliability and validity of the intermediate variable, it is concluded that the intermediate variable can be used for factor analysis, and the initial variable plays a role in employee engagement through the intermediate variable.3) on the basis of the previous research, this paper puts forward the management suggestions to improve the employee engagement of H Hotel. This paper starts from four angles: first, improve the working environment.Second, design the content of scientific work.Third, establish a fair and reasonable salary management system.Fourth, help employees to develop scientific career planning.Through the above four angles of analysis, to achieve the H hotel working environment to affect staff awareness, and then to achieve the goal of staff engagement to the hotel.
【学位授予单位】：南昌大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F719;F272.92

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