工作—家庭冲突对饭店员工离职意向的影响研究

发布时间：2018-06-25 11:46

本文选题：酒店管理 + 工作-家庭冲突　；参考：《山东大学》2012年硕士论文

【摘要】：随着我国从旅游大国到旅游强国的转变,作为接待中外客人的饭店行业,其发展尤为迅猛。饭店业的迅速扩张,对于我国丰富的劳动力就业来说意义重大；但对于饭店企业本身来说,市场竞争的白热化,其竞争意味着不只是对客源的竞争,更意味着是对企业人力资源的竞争,饭店业29.1%的员工流失率就足以说明当前所面临的人力资源困难。降低员工的流失率,建设一支稳定、高效的员工队伍,成为摆在饭店业管理者面前的一个问题。在众多影响员工离职的因素当中,本研究探讨了工作-家庭冲突对饭店员工离职意向的影响,并以组织承诺和员工敬业度为中介变量,综合考察分析了几者之间的相互作用机制。首先,本文通过对相关文献综述的回顾总结,并在对五家饭店进行初步访谈的基础上,提出本文的研究假设和理论模型。其次,通过发放调查问卷的方式,并对收集的数据利用SPSS16.0进行相关的统计分析,验证了本文的研究假设,并得出了以下主要结论：(1)饭店业员工总体对工作-家庭冲突感知程度不高,但其总体组织承诺水平和敬业度水平不高,存在较高的离职意向；(2)不同人口统计特征的员工对工作-家庭冲突、组织承诺、敬业度和离职意向所表现出显著性不同,员工在年龄、性别、学历、婚姻状况、岗位类别等特征上的不同是其显著性差异的主要原因；(3)员工工作-家庭冲突与离职意向之间呈显著正相关关系,其中工作-家庭行为冲突维度与离职意向间不存在明显的显著性关系；员工组织承诺和敬业度与离职意向之间分别呈显著负相关关系,与相关文献综述结论相符合,这几个变量都能较好地对离职意向起到预测作用。最后,本文在总结研究结论的基础上,对饭店管理者该如何平衡好员工工作家庭冲突,该如何培养员工对饭店的忠诚及降低员工离职率方面提出一些实践性建议,诸如：安排灵活的工作时间；实施组织家庭友好型政策；营造一种“帮、扶、教”的组织氛围；工作内容丰富化；建立一种积极的组织文化,提高饭店员工的组织认同感和自豪感。
[Abstract]:With the transformation of our country from a big tourist country to a powerful tourism country, the hotel industry, as a host of Chinese and foreign guests, is developing rapidly. The rapid expansion of the hotel industry is of great significance to the abundant labor force employment in our country, but for the hotel enterprises themselves, the fierce competition in the market means not only the competition for tourists, It also means the competition of human resources in enterprises. The loss rate of 29. 1% of employees in hotel industry is enough to explain the current human resource difficulties. Reducing staff turnover and building a stable and efficient workforce has become a problem for hotel managers. Among the factors influencing employee turnover, this study explored the impact of work-family conflict on turnover intention of hotel staff, and took organizational commitment and employee engagement as intermediary variables. The mechanism of interaction between several individuals is analyzed. First of all, based on the review and summary of relevant literature review, and on the basis of preliminary interviews with five hotels, this paper puts forward the research hypotheses and theoretical models. Secondly, by issuing questionnaires and using SPSS 16.0 to analyze the collected data, the research hypotheses of this paper are verified. The main conclusions are as follows: (1) the overall perception of work-family conflict is not high, but the overall level of organizational commitment and engagement is not high, there is a high intention to quit; (2) employees with different demographic characteristics showed significant differences in work-family conflict, organizational commitment, engagement and turnover intention. (3) there was a significant positive correlation between work-family conflict and turnover intention. There was no significant relationship between work-family behavior conflict dimension and turnover intention, and there was significant negative correlation between employee organizational commitment and engagement and turnover intention, which was consistent with the conclusion of relevant literature review. These variables can well predict the turnover intention. Finally, on the basis of summing up the research conclusions, this paper puts forward some practical suggestions on how to balance the work-family conflict, how to cultivate staff loyalty to the hotel and how to reduce the employee turnover rate. Such as: flexible working hours; implementation of a family-friendly organizational policy; creating an organizational atmosphere of "help, support, teaching"; enriching the content of work; and establishing a positive organizational culture, Improve hotel staff organizational identity and pride.
【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】：F719;F272.92

【参考文献】