本文選題：商業(yè)健身俱樂部 + 健身教練員　； 參考：《廣西民族大學》2017年碩士論文

【摘要】：隨著大眾的物質生活提升與空閑時間的增加,人們開始對身體的健康愈加關注。商業(yè)健身俱樂部憑借優(yōu)雅的健身環(huán)境及專業(yè)的健身教練正吸引著大批的健身愛好者,其中健身教練員的服務質量是關鍵中的關鍵,而健身教練員的服務質量受到多方面的影響,其中工作滿意程度影響最大。為了了解南寧市商業(yè)健身俱樂部健身教練員工作滿意度,也為了提升俱樂部的人力資源管理水準,文章采用文獻資料法、訪談法、問卷調查法及數理統(tǒng)計法對南寧市20家連鎖式經營的商業(yè)健身俱樂部180名健身教練員從工作本身、工作報酬、成長與發(fā)展、工作關系、工作條件、管理機制、發(fā)展前景共7個指標進行工作滿意度的調查研究。研究結果表明:1南寧商業(yè)健身俱樂部教練員整體工作滿意度合格,但處于“中等偏下”的層次。各二級指標分值按從大到小依次為工作本身、工作關系、工作條件、發(fā)展前景、工作回報、成長與發(fā)展、管理機制。2三級指標中滿意度最低的分別是:實現(xiàn)人生追求、獎金福利、職業(yè)發(fā)展計劃、分享經驗、工作時間、激勵制度、核心競爭力。3在性別、婚姻、工作性質、年齡、文化程度、月收入、執(zhí)教年限等變量上,教練員工作滿意度對7個二級指標滿意度存在顯著性差異。具體表現(xiàn)在:(1)性別變量。工作報酬、成長與發(fā)展、工作條件三個維度有顯著性差異。工作條件維度上,男性滿意度高于女性,其余的兩個維度,女性高于男性。(2)婚姻變量。僅在發(fā)展前景維度存在顯著性差異,未婚的滿意度高于已婚滿意度。(3)工作性質變量。僅在成長與發(fā)展維度存在顯著性差異,專職教練員滿意度小于兼職教練員。(4)年齡變量。工作報酬、成長與發(fā)展、發(fā)展前景三個維度上存在顯著性差異。33-39歲教練員在工作報酬、成長與發(fā)展維度滿意度相對較低;27-32歲教練員在發(fā)展前景維度滿意度相對較低。(5)文化程度變量。成長與發(fā)展、發(fā)展前景兩個維度上存在顯著性差異。本科學歷教練員在成長與發(fā)展維度的滿意度相對較低;研究生以上學歷的教練員在發(fā)展前景維度的滿意度相對較低。(6)薪酬變量。工作報酬、工作關系、發(fā)展前景三個維度上存在顯著性差異。2000元以下教練員在工作報酬維度的滿意度相對較低;4001-5000元教練員在工作關系、發(fā)展前景維度的滿意度相對較低。(7)執(zhí)教年齡變量。工作報酬、工作關系兩個維度上存在顯著性差異。執(zhí)教年限為1-2年健身教練員對工作報酬的滿意度相對較低;執(zhí)教年限2-3年教練員在工作關系的滿意度上相對較低。針對從健身教練員工作滿意度調查分析與健身教練員工作滿意度變量差異分析中得到的健身教練員工作滿意度方面存在的問題,提出了相應的對策,為俱樂部管理者提高健身教練員工作滿意度水平提供有針對性的建議。
[Abstract]:With the improvement of material life and the increase of free time, people begin to pay more attention to their health. Commercial fitness clubs are attracting a large number of fitness enthusiasts by virtue of their elegant fitness environment and professional fitness coaches. Among them, the service quality of fitness coaches is the key, and the service quality of fitness coaches is affected by many aspects. The degree of job satisfaction is the most important. In order to understand the job satisfaction of fitness coaches in Nanning Commercial Fitness Club, and to improve the human resource management level of the club, the paper adopts the method of literature and interview. A questionnaire survey and mathematical statistics method were used to investigate 180 fitness coaches of 20 commercial fitness clubs in Nanning from work itself, work compensation, growth and development, working relationship, working conditions, management mechanism, etc. A total of 7 indicators of development prospects were investigated on job satisfaction. The results show that the coaches of Nanning Commercial Fitness Club are qualified in overall job satisfaction, but at the middle level. The lowest degree of satisfaction of the second level index from big to small is job itself, working relationship, working conditions, development prospect, work reward, growth and development, management mechanism and management mechanism. 2. The lowest degree of satisfaction is to realize the pursuit of life. Bonus benefits, career development programs, experience sharing, working hours, incentive systems, core competencies. 3 variables such as gender, marriage, nature of work, age, education, monthly income, length of service, etc., There were significant differences in the job satisfaction of coaches to the seven secondary indicators. Specific performance in: (1) gender variables. There are significant differences in three dimensions of work compensation, growth and development, and working conditions. In the dimension of working conditions, male satisfaction is higher than that of female, and the other two dimensions are higher than that of male. (2) Marriage variable. There was significant difference only in the dimension of development prospect, and the degree of satisfaction of unmarried was higher than that of married. (3) Job nature variable. Only in the dimension of growth and development there was significant difference, the satisfaction of full-time coaches was less than that of part-time coaches. (4) Age variable. There are significant differences in the three dimensions of work compensation, growth and development, development prospects. 33-39 years old coaches in the pay for work, The satisfaction degree of the growth and development dimension is relatively lower than that of the coaches aged 27-32 years in the development prospect dimension. (5) the education level variable. There are significant differences between the two dimensions of growth and development prospects. The degree of satisfaction of coaches with undergraduate degree is relatively low in the dimension of growth and development, and that of coaches with graduate degree or above is relatively low in the dimension of development prospects. (6) salary variable. There were significant differences in the three dimensions of work reward, work relationship and development prospect. The satisfaction of coaches under RMB 2000 in the dimension of work compensation was relatively lower than that of RMB 4001-5000 in the working relationship. Development perspective dimension of satisfaction is relatively low. (7) Teaching age variable. There are significant differences in the two dimensions of work compensation and work relationship. The satisfaction of fitness coaches for 1-2 years is relatively low, and 2-3 years of coaching years is relatively low. In view of the problems existing in the investigation and analysis of the job satisfaction of the fitness coaches and the analysis of the differences between the job satisfaction and the variables of the job satisfaction of the fitness coaches, the corresponding countermeasures are put forward. To provide specific suggestions for club managers to improve the level of job satisfaction of fitness coaches.
【學位授予單位】：廣西民族大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：G812.17

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