基于胜任力的高星级酒店培训需求研究

发布时间：2018-08-07 07:48

【摘要】：20世纪70年代，McClelland第一次系统提出胜任力的概念，，他认为胜任力是指在特定的工作岗位和工作环境中，绩效优秀者区别于绩效一般者所具备的个人特征，包括动机、特质、自我、态度、知识、技能等。自此，胜任力成为了各行各业研究的焦点。30多年来，中外学者从不同的行业、不同的领域、不同的角度对胜任力进行了研究，管理者胜任力模型的研究是胜任力研究中最引人注目的一个领域。管理者胜任力模型的研究中，针对酒店业管理者的胜任力研究相对较少，特别是国内的学者，只有少数人对酒店从业人员的胜任力进行了探讨，其主要的对象是中高层管理者，而较少针对基层管理者。本研究主要是探讨高星级酒店基层管理者的胜任特征，并以此构建酒店基层管理者的胜任力模型；然后在此基础上进行高星级酒店基层管理培训需求的分析研究，探索基层管理者胜任力培训需求的内容。本研究通过文献分析、开放式调查问卷等方式收集、提取高星级酒店基层管理者的胜任力项目，编制基层管理者的胜任力调查问卷，最后运用SPSS17.0对调查数据进行探索性因素分析。分析结果显示，高星级酒店基层管理的胜任力模型由五个维度构成，分别是团队管理能力、业务管理能力、关系管理能力、成就动机、自我管理能力。在已构建的高星级酒店基层管理者胜任力结构的基础上，编制其培训需求调查表，运用雷达图、ANOVA等方法探讨基层管理者的培训需求内容以及人口统计学和组织学变量对基层管理者培训需求的差异分析。研究结果表明，在不考虑人口统计学和组织变量的前提下，各个维度上的培训需求程度由高到低依次是：业务管理能力、团队管理能力、关系管理能力、成就动机以及自我管理能力。而性别、年龄、学历、部门、星级这几个变量都对高星级酒店基层管理者的培训需求产生影响，而高星级酒店基层管理者培训需求的五个维度在职位变量上均不存在差异。
[Abstract]:In the 1970s, McClelland first put forward the concept of competence, which refers to the individual characteristics of a person who performs well in a given job and work environment, including motivation, trait, self, and the average performance. Attitude, knowledge, skills, etc. Since then, competence has become the focus of various industries. For more than 30 years, Chinese and foreign scholars have studied competency from different industries, different fields and different angles. The research of manager competency model is one of the most attractive fields in competency research. In the research of the competency model of the managers, there are few researches on the competence of the hotel industry managers, especially for the domestic scholars. Only a few people have discussed the competence of the hotel practitioners, the main object of which is the middle and senior managers. Less targeted at grass-roots managers. The purpose of this study is to explore the competency characteristics of grass-roots managers of high-star hotels, and to build a competency model for grass-roots managers, and then to analyze and study the training needs of grass-roots management in high-star hotels. To explore the content of competency training needs of grass-roots managers. Through literature analysis, open questionnaire and other methods, this study extracts the competency items of grass-roots managers in high-star hotels, and compiles the competency questionnaire of grass-roots managers. At last, SPSS17.0 is used to analyze the factors of the survey data. The results show that the competency model of grass-roots management in high star hotels consists of five dimensions: team management ability, business management ability, relationship management ability, achievement motivation and self-management ability. On the basis of the competency structure of the grass-roots managers of high star hotels, the training needs questionnaire is compiled. Using the methods of radar map and ANOVA, this paper discusses the content of training demand of grass-roots managers and the difference analysis of demographics and histology variables to the training needs of grass-roots managers. The results show that without taking into account the demographics and organizational variables, the degree of training demand in each dimension is from high to low: business management ability, team management ability, relationship management ability. Achievement motivation and self-management. However, gender, age, education, department and star all have an impact on the training demand of grass-roots managers in high-star hotels, while the five dimensions of training needs of grass-roots managers in high-star hotels are not different in terms of position variables.
【学位授予单位】：华侨大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F719;F272.92

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