我国旅游从业者薪酬满意度的区域差异

发布时间：2018-09-06 13:40

【摘要】：本文使用描述统计、均值比较法揭示我国旅游从业者薪酬满意度的区域差异,用KW非参数检验法进行检验,并用多元线性回归分析法分析薪酬满意度区域差异形成的原因;最后通过Person相关性分析法分析旅游从业者薪酬满意度的区域差异对区域旅游业发展的影响。研究结果表明:(1)中部地带旅游从业者的薪酬满意度最高、东部次之、西部最低;西部地带薪酬满意度的差异最大、东部次之、中部最小;东部江苏、上海,中部安徽,西部重庆、四川等省的薪酬满意度高且省内差异较小;(2)微观影响因素中的月薪、职称、学历和工龄,中观影响因素中的人际关系、晋升、自我实现、经营理念和培训管理,宏观影响因素中可促进当地旅游业发展的社会大环境、政府行为、旅游政策等因素是形成我国旅游从业薪酬满意度区域差异的主要原因;(3)旅游从业者薪酬满意度的区域差异显著影响该区域旅游业发展中的旅游发展前景、工作满意、职业前景和留职意向等。
[Abstract]:In this paper, we use descriptive statistics and mean value comparison method to reveal the regional differences of salary satisfaction of tourism practitioners in China. We use the KW nonparametric test method to test, and use multiple linear regression analysis to analyze the reasons for the regional differences in salary satisfaction. Finally, Person correlation analysis is used to analyze the impact of regional differences in salary satisfaction of tourism practitioners on the development of regional tourism. The results show that: (1) the salary satisfaction of tourism practitioners in the central region is the highest, followed by the eastern part, and the lowest in the west; the difference in salary satisfaction in the western region is the largest, followed by the eastern part, and the middle part is the smallest; the eastern Jiangsu, Shanghai, and central Anhui, Western Chongqing, Sichuan and other provinces have high salary satisfaction and small differences within the province. (2) monthly salary, professional title, academic background and length of service, interpersonal relationships, promotion, self-realization, business philosophy and training management among micro influencing factors, Macro factors can promote the development of local tourism social environment, government behavior, Tourism policy and other factors are the main reasons for the regional differences in the salary satisfaction of tourism practitioners in China. (3) the regional differences in the salary satisfaction of tourism practitioners significantly affect the prospects of tourism development in the region and the job satisfaction. Career prospect and retention intention etc.
【作者单位】：华中师范大学城市与环境科学学院;中国旅游研究院武汉分院;
【基金】：教育部哲学社会科学系列发展报告“中国旅游业发展报告”(11JBGSIG041)
【分类号】：F592;F272.92;F224

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