高星级酒店女性人力资源敬业度影响因素分析及提升研究

发布时间：2018-05-12 04:36

本文选题：高星级酒店 + 女性人力资源　；参考：《山东大学》2012年硕士论文

【摘要】：随着我国经济的发展,服务行业已经成为我国的主导产业,作为服务业支柱产业的高星级酒店业也得到了前所未有的发展。目前我国正处在经济转轨和社会转型的历史性变革时期,伴随着世界经济一体化以及我国经济结构的战略性调整,现代高星级酒店业作为我国朝阳产业——旅游业的三大支柱之一,实现了划时代的跨越,在国民经济中的地位和作用与日俱增。而转型期的各种变革也对中国高星级酒店业在转型期实现行业的可持续发展提出了挑战。尤其是外资高星级酒店企业进军中国市场,使我国的高星级酒店业面临更大竞争压力。高星级酒店行业的竞争就是人才的竞争,高星级酒店要持续发展,要在剧烈的竞争中处于不败之地,人力资源是关键。据统计,我国高星级酒店业女性从业人员占从业人员总数的一半以上,我国从事高星级酒店服务与管理活动的女性日益增多,占据着越来越重要的地位,因此,女性人力资源是高星级酒店业人力资源的重要组成部分,是高星级酒店的宝贵财富,她们的素质在很大程度上决定着一个高星级酒店的整体素质。而女性本身的生理特点以及在心理方面的特殊诉求,使女性人力资源的流动越来越频繁,高星级酒店行业女性人力资源贫瘠和人才匮乏已成为目前高星级酒店业面临的共同难题,并已成为制约高星级酒店业发展的瓶颈。因此了解高星级酒店女性人力资源心理需求和感受,对于高星级酒店提升人力资源软实力而言更为重要。因此,通过对高星级酒店女性人力资源敬业度情况进行调查,真正感受她们的心理诉求,了解高星级酒店在女性人力资源管理过程中存在的问题和矛盾,科学、有效地进行高星级酒店女性人力资源管理,对提高高星级酒店女性人力资源的整体质量、全面提升高星级酒店竞争力具有非常重要的作用。本文以心理需要理论和人力资源敬业度相关理论为指导,在总结借鉴国内外女性人力资源管理前期研究成果的基础上,以高星级酒店女性人力资源为研究对象,对其敬业度状况进行广泛调研,并作出深入细致的分析,发现高星级酒店女性人力资源敬业度测评方面存在的问题并深入剖析这些问题产生的深层次原因,同时将女性学、性别理论的相关知识融入到整个研究过程中,探索出一套切实可行的针对高星级酒店行业女性人力资源流动的管理模式,该模式将从继续教育、福利待遇和权益保障等方面入手,有机整合酒店、社会、个人三个环节,构建一个适合高星级酒店行业女性人力资源管理的体系。该体系具有较强的实践性与可操作性,对当前高星级酒店行业女性人力资源管理模式的改革具有较强的实践指导作用,对高星级酒店行业高素质复合型女性人力资源的培养和现有女性人力资源素质的提升具有较高的应用价值和现实意义。
[Abstract]:With the development of our economy, the service industry has become the leading industry in our country, and the high-star hotel industry, as the pillar industry of the service industry, has also got unprecedented development. At present, our country is in the period of historic transformation of economic transition and social transformation, accompanied by the integration of the world economy and the strategic adjustment of our economic structure. As one of the three pillars of tourism industry, modern high-star hotel industry has achieved epoch-making leaps and bounds, and its status and role in the national economy are increasing day by day. The transformation period also challenges the sustainable development of China's high-star hotel industry in the transition period. Especially the foreign high-star hotel enterprises enter the Chinese market, which makes the high-star hotel industry face more competitive pressure. The competition of high star hotel industry is the competition of talents. Human resource is the key to the sustained development of high star hotel and the invincible position in the fierce competition. According to statistics, more than half of the total number of female employees in China's high-star hotel industry, our country engaged in high-star hotel service and management activities of women are increasing, occupying an increasingly important position, therefore, Female human resource is an important part of human resource of high star hotel industry and a precious wealth of high star hotel. Their quality determines the overall quality of a high star hotel to a great extent. However, the physiological characteristics of women and their special demands on psychology make the flow of women's human resources more and more frequent. The shortage of female human resources and talents in high star hotel industry has become a common problem faced by high star hotel industry, and has become a bottleneck restricting the development of high star hotel industry. Therefore, it is more important to understand the psychological needs and feelings of female human resources in high star hotels. Therefore, through the investigation of women's human resource engagement in high-star hotels, we can really feel their psychological demands and understand the problems and contradictions existing in the process of women's human resources management in high-star hotels. It is very important to improve the overall quality of female human resources in high star hotels and enhance the competitiveness of high star hotels. Under the guidance of psychological needs theory and human resource engagement theory, based on the previous research results of female human resource management at home and abroad, this paper takes women human resources in high star hotels as research objects. Through extensive investigation and detailed analysis, the author finds out the problems existing in the evaluation of female human resource engagement in high star hotels and analyzes the deep-seated causes of these problems. The knowledge of gender theory is integrated into the whole research process, and a set of feasible management model for female human resource flow in high star hotel industry is explored, which will begin with continuing education. Starting with welfare treatment and protection of rights and interests, this paper organically integrates three links of hotel, society and individual, and constructs a system suitable for female human resource management in high star hotel industry. The system has strong practicability and maneuverability, and has a strong practical guidance function for the reform of female human resource management mode in high star hotel industry. It has higher application value and practical significance for the cultivation of high quality and complex female human resources and the improvement of the present female human resource quality in the high star hotel industry.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F719

【参考文献】