酒店企业组织公平对员工工作满意度影响的实证研究

发布时间：2018-06-15 02:27

本文选题：酒店企业 + 组织公平　；参考：《湖南大学》2013年硕士论文

【摘要】：酒店企业员工工作满意度研究一直是理论和实务界关注的热点问题。酒店行业具有其显著特征,服务提供专业性和过程灵活性、从业人员结构年轻化、薪资待遇普遍偏低等,这些因素导致酒店企业在管理过程中面临着巨大的挑战。尤其地,随着大批国际连锁酒店进驻中国,竞争愈发激烈,酒店服务质量成为酒店行业竞争制胜的关键砝码,而员工作为酒店行业服务提供的直接参与者,员工的服务态度直接影响到酒店服务提供过程的质量,要提高员工服务态度和工作积极性,必须首先使员工对从事的工作感到满意。因此,如何稳定员工,提高员工工作满意度,打造一支爱岗敬业的高效率队伍,从而不断提高酒店服务质量成为现代酒店企业人力资源管理亟需解决的重点问题之一。论文首先对问题研究的背景和意义进行阐述,对组织公平、员工工作满意度内涵进行界定,并提出相应的研究思路和方法。其次在对组织公平和员工工作满意度关系进行综述和作用机理进行逻辑分析基础上,以企业文化(专制或民主型)为调节变量,提出两者之间的关系模型和相应研究假设。最后通过问卷调查对概念模型进行实证分析,对研究假设进行验证,得出如下结论：组织公平对员工工作满意度产生积极影响；组织公平各维度对员工工作满意度影响存在差异,分配公平仍然是影响员工满意度的最主要因素,其次是人际公平和程序公平,信息公平对员工工作满意度作用不显著；企业文化风格调节员工组织公平感知对员工工作满意度的影响作用。基于酒店企业员工工作满意度提高的现实诉求,结合酒店从业人员特征,从组织公平视角出发对酒店员工工作满意度进行研究,强调组织公平对酒店企业员工工作满意度提高的积极作用,对员工工作满意度的影响因素和作用机理进行分析,从而为酒店企业人力资源管理提供一定的指导和建议。
[Abstract]:The study of employee job satisfaction in hotel enterprises has been a hot issue in theory and practice. Hotel industry has its remarkable characteristics, such as professional service, flexible process, young employees, low salary and so on. These factors make hotel enterprises face great challenges in the process of management. In particular, with the arrival of a large number of international hotel chains in China, the competition is becoming more and more intense. Hotel service quality has become the key weight for the hotel industry to win the competition, and the staff as direct participants in the service provided by the hotel industry. The service attitude of the staff directly affects the quality of the hotel service supply process. In order to improve the service attitude and work enthusiasm of the staff, it is necessary to make the staff satisfied with the work they are engaged in. Therefore, how to stabilize employees, improve their job satisfaction, build a dedicated and efficient team, and continuously improve the quality of hotel service has become one of the most important problems in human resource management of modern hotel enterprises. Firstly, the paper expounds the background and significance of the research, defines the connotation of organizational fairness and employee job satisfaction, and puts forward the corresponding research ideas and methods. Secondly, on the basis of summarizing the relationship between organizational fairness and employee job satisfaction, and taking corporate culture (autocracy or democracy) as the adjusting variable, the relationship model and the corresponding research hypothesis are put forward. Finally, through the empirical analysis of the conceptual model through questionnaires, the research hypotheses are verified, and the following conclusions are drawn: organizational fairness has a positive impact on employee job satisfaction; There are differences between the dimensions of organizational justice on employee job satisfaction, distribution fairness is still the most important factor affecting employee satisfaction, followed by interpersonal fairness and procedural fairness, and information fairness has no significant effect on employee job satisfaction. Corporate culture style regulates the effect of perceived organizational fairness on employee job satisfaction. Based on the realistic demands of improving the employee's job satisfaction in hotel enterprises and combining with the characteristics of hotel employees, this paper studies the hotel employees' job satisfaction from the perspective of organizational equity. It emphasizes the positive effect of organizational fairness on the improvement of employee's job satisfaction, analyzes the influencing factors and mechanism of employee's job satisfaction, so as to provide some guidance and suggestions for hotel enterprise's human resource management.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F719

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