英国硕士酒店管理学thesis开题

发布时间：2016-03-22 11:11

论文题目：The  research of employee engagement and job satisfaction in Chinese service industry
论文语言：英语论文 English
论文专业：Human Resource Management
字数：毕业论文开题报告2000
学校国家：英国
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论文用于：Master Dissertation 硕士毕业论文
补充要求和说明：经过协商客户要求写关于酒店方向的
1.开题报告2000字

1.0 Introduction介绍

当今世界，人力资源已成为企业竞争的核心资源，敬业的员工有着非常重要的积极作用，，为企业的生产力、客户忠诚度、员工保留率、安全和生产价值（belias，koustelios，sdrolias和aspridis，2015）。员工以高度的奉献精神为企业带来丰厚的利润，提高客户忠诚度，是推动企业利润增长的积极力量。中国是世界第二大经济体，与过去相比，企业的竞争力得到很大程度的改善，数据显示，中国员工敬业度仅为6%，远低于世界13%的水平（Farooqui和Nagendra，2014）。中国员工敬业度低，这是中国企业进一步提高自身竞争力的一个非常大的障碍（该，机理和巴宾，2014）。许多中国企业管理者都意识到问题的严重性，他们努力改进内部管理，提高工作满意度，从而提高员工敬业度，但实际效果不好。笔者认为，中国有着独特的文化传统、政治体制和市场环境，中国工人在价值观、态度、工作伦理等诸多方面都有所不同，因此，可以提高中国员工满意度的措施，符合中国职工提高员工敬业度的特点，才能真正提高中国员工的参与度。这项研究是基于这样的研究和分析。In today's world, human resources has become the core resources of enterprises in competition, dedicated staff has a very important and positive role for business productivity, customer loyalty, employee retention, safety and production value (Belias, Koustelios, Sdrolias and Aspridis, 2015). Employees with a high degree of dedication bring enterprises huge profits and improve customer loyalty, they are the active force to promote the growth of profit of an organization. China is the world's second largest economy, compared with the past, the competitiveness of companies has been improved to a large extent, data has showed that China's employee engagement is only 6%, which is far below the world level of 13% (Farooqui and Nagendra, 2014). Chinese employee engagement is low, which is a very big impediment for Chinese enterprises to further improve their competitiveness (Limbu, Jayachandran and Babin, 2014). Many Chinese business managers are aware of the seriousness of the problem, they try to improve internal management to improve job satisfaction, so as to improve employee engagement, but the actual effect is not good. The author believes that China has unique cultural traditions, political system and market environment, Chinese workers are different from European and American workers in terms of values, attitudes, work ethic, and many other aspects, therefore the development of the measures which can improve Chinese employee satisfaction and are in line with the characteristics of Chinese workers to improve employee engagement will truly improve employee engagement in China. This study is based on this to carry out research and analysis.

2.0 Literature review
2.1 Employee engagement
2.2 Job satisfaction
2.3 Relationship between employee engagement and job satisfaction 
2.4 Gap
3.0 Research aims and objectives
4.0 Methodology
5.0 Sampling selection
6.0 Data selection
7.0 Data analysis
8.0 Limitation
Appendix 1 Questionnaire 
Appendix 2 Interview outline 

9.0 Conclusion总结

This study aims to investigate why there is low employee engagement in Chinese hotel industry, from the perspective of job satisfaction to analyze the low employee engagement, so as to bring forward recommendations on how Chinese hotel industry improves job satisfaction to improve employee engagement. Through the questionnaire, the author can understand the levels of the hotel’s employee engagement and job satisfaction, through regression analysis to determine the correlation between the two. Through semi-structured interviews, the author will understand what  the respondents think about the hotel’s management system and why they have such a view, it can also understand the respondents' view on life and values, professional ethics and other information. Based on the results of the quantitative and qualitative research, the author can learn the deeper reasons leading to low employee engagement of Chinese employees, so the author can better recommend the hotel about measures who can not only improve job satisfaction, but also match with the characteristics of these employees.




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