合肥市星级酒店员工流失影响因素及对策研究

发布时间：2018-02-13 09:39

本文关键词： 星级酒店员工流失影响因素对策　出处：《扬州大学》2012年硕士论文　论文类型：学位论文

【摘要】：合肥市位于安徽省中部,是安徽省经济发展大格局的重要组成部分。改革开放三十年以来,随着合肥市酒店业的迅速发展,其星级酒店的数量也在逐年增加。然而,与之快速发展不相适应的是,近年来合肥市星级酒店员工流失率一直维持在25%左右,居高不下。星级酒店员工流失率过高,不但会造成酒店技术和经验的流失,影响合肥市酒店的正常营运,还会威胁到酒店的生存和发展。因此怎样促进员工的有序流动、避免员工流失、实现人力资源的最佳配置是合肥市星级酒店普遍面临并且要解决的难题,也是合肥市酒店行业得以健康、稳定、持续发展的关键。合肥市星级酒店的发展较晚,管理水平相对落后,具有一定特殊性。目前针对合肥市星级酒店员工流失影响因素的分析及治理研究还比较少见。本文采用文献分析法、归纳法,首先论述了合肥市星级酒店员工流失的研究背景、研究意义和研究方法。其次从理论出发,查看了大量论文和著作,对员工流失概念、流失模型、流失治理等相关研究进行了全面的理论分析。然后,经过调研获取数据资料,并运用SPSS18.0统计软件进行分析,通过差异分析、相关分析和多元回归分析验证了所构建的成因模型,得出相关因素对合肥市星级酒店员工流失倾向的影响程度。最后通过实证分析,有针对性地从工作满意度和组织承诺两个方面出发,概括出影响合肥市星级酒店员工流失的关键因素：薪酬福利、工作条件、赏识、升迁、工作本身、领导风格、情感承诺和规范承诺；而在个人属性因素方面,工作满意度在婚姻状况、年龄、学历、工龄、职位五个变量存在显著差异；组织承诺在年龄、工龄及职位三个变量中存在显著差异；并且半年以下工龄、具体作业人员的流失倾向最高,流失倾向随着工龄和职位的提升而增加。基于理论研究与实证分析结论,本文从提高员工的满意度、强化组织承诺两方面,提出了治理合肥市星级酒店员工流失的对策建议。本文对稳定合肥市星级酒店的员工队伍,减少员工流失给酒店造成的损失,提高酒店人力资源的管理水平,具有一定理论和现实意义。
[Abstract]:Hefei, located in the middle of Anhui Province, is an important part of the economic development of Anhui Province. With the rapid development of hotel industry in Hefei, the number of star hotels has been increasing year by year since the reform and opening up. In recent years, the staff turnover rate of star hotels in Hefei has been maintained at about 25%, which remains high. The high staff turnover rate in star hotels will not only cause the loss of hotel technology and experience, Affecting the normal operation of hotels in Hefei will also threaten the survival and development of hotels. Therefore, how to promote the orderly flow of staff and avoid staff wastage, To achieve the best allocation of human resources is a common problem facing and to be solved by star hotels in Hefei, and is also the key to healthy, stable and sustainable development of the hotel industry in Hefei. The development of star hotels in Hefei is late, the management level is relatively backward, and it has some particularity. At present, it is rare to analyze and manage the influencing factors of staff turnover in star hotels in Hefei. Inductive method, first of all, discusses the research background, significance and research methods of employee turnover in star hotels in Hefei. Secondly, from the theory, it reviews a large number of papers and works, the concept of staff turnover, loss model, Then, through investigation and acquisition of data, and the use of SPSS18.0 statistical software to analyze, through difference analysis, correlation analysis and multiple regression analysis to verify the formation of the model. Finally, through empirical analysis, from two aspects of job satisfaction and organizational commitment, we can get the degree of influence of related factors on employee turnover tendency of star hotels in Hefei. The key factors influencing the staff turnover of star hotels in Hefei are summarized as follows: salary and welfare, working conditions, appreciation, promotion, job itself, leadership style, emotional commitment and normative commitment. Job satisfaction had significant differences in marital status, age, education, length of service and position; organizational commitment had significant differences in three variables: age, length of service and position; and less than half a year of service, The turnover tendency of specific operators is the highest, and the loss tendency increases with the length of service and the promotion of position. Based on the theoretical research and empirical analysis, this paper focuses on improving employee satisfaction and strengthening organizational commitment. This paper puts forward the countermeasures and suggestions for controlling the staff loss of star hotels in Hefei. This paper is of theoretical and practical significance for stabilizing the staff of star hotels in Hefei, reducing the loss caused by staff turnover, and improving the management level of hotel human resources.
【学位授予单位】：扬州大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F719.2;F224

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