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(xué)》2017年碩士論文

【摘要】：隨著大眾的物質(zhì)生活提升與空閑時(shí)間的增加,人們開始對(duì)身體的健康愈加關(guān)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(wù)質(zhì)量是關(guān)鍵中的關(guān)鍵,而健身教練員的服務(wù)質(zhì)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(zhǔn),文章采用文獻(xiàn)資料法、訪談法、問卷調(diào)查法及數(shù)理統(tǒng)計(jì)法對(duì)南寧市20家連鎖式經(jīng)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(bào)酬、成長與發(fā)展、工作關(guān)系、工作條件、管理機(jī)制、發(fā)展前景共7個(gè)指標(biāo)進(jìn)行工作滿意度的調(diào)查研究。研究結(jié)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(jí)指標(biāo)分值按從大到小依次為工作本身、工作關(guān)系、工作條件、發(fā)展前景、工作回報(bào)、成長與發(fā)展、管理機(jī)制。2三級(jí)指標(biāo)中滿意度最低的分別是:實(shí)現(xiàn)人生追求、獎(jiǎng)金福利、職業(yè)發(fā)展計(jì)劃、分享經(jīng)驗(yàn)、工作時(shí)間、激勵(lì)制度、核心競(jìng)爭(zhēng)力。3在性別、婚姻、工作性質(zhì)、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(duì)7個(gè)二級(jí)指標(biāo)滿意度存在顯著性差異。具體表現(xiàn)在:(1)性別變量。工作報(bào)酬、成長與發(fā)展、工作條件三個(gè)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(gè)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(zhì)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(bào)酬、成長與發(fā)展、發(fā)展前景三個(gè)維度上存在顯著性差異。33-39歲教練員在工作報(bào)酬、成長與發(fā)展維度滿意度相對(duì)較低;27-32歲教練員在發(fā)展前景維度滿意度相對(duì)較低。(5)文化程度變量。成長與發(fā)展、發(fā)展前景兩個(gè)維度上存在顯著性差異。本科學(xué)歷教練員在成長與發(fā)展維度的滿意度相對(duì)較低;研究生以上學(xué)歷的教練員在發(fā)展前景維度的滿意度相對(duì)較低。(6)薪酬變量。工作報(bào)酬、工作關(guān)系、發(fā)展前景三個(gè)維度上存在顯著性差異。2000元以下教練員在工作報(bào)酬維度的滿意度相對(duì)較低;4001-5000元教練員在工作關(guān)系、發(fā)展前景維度的滿意度相對(duì)較低。(7)執(zhí)教年齡變量。工作報(bào)酬、工作關(guān)系兩個(gè)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(duì)工作報(bào)酬的滿意度相對(duì)較低;執(zhí)教年限2-3年教練員在工作關(guān)系的滿意度上相對(duì)較低。針對(duì)從健身教練員工作滿意度調(diào)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(yīng)的對(duì)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(duì)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(xué)位授予單位】：廣西民族大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：G812.17

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 姜昌植;張守信;;哈爾濱市商業(yè)健身俱樂部現(xiàn)狀與發(fā)展對(duì)策研究[J];體育世界(學(xué)術(shù)版);2016年03期

2 劉彩鳳;卞光明;;北京商業(yè)健身俱樂部發(fā)展現(xiàn)狀及走勢(shì)分析——基于海淀、朝陽、昌平3區(qū)調(diào)研數(shù)據(jù)的解讀[J];體育科學(xué);2015年09期

3 袁勇;;東莞市商業(yè)健身俱樂部發(fā)展現(xiàn)狀及對(duì)策研究[J];當(dāng)代體育科技;2015年24期

4 高觀福;;沈陽健身教練工作滿意度與管理對(duì)策研究[J];運(yùn)動(dòng);2015年10期

5 梅麗娜;;國外社區(qū)體育健身俱樂部的管理與組織形式[J];電子制作;2014年15期

6 齊星;楊小帆;;國外體育產(chǎn)業(yè)發(fā)展概況[J];當(dāng)代體育科技;2014年11期

7 李旭;陳科勝;;烏魯木齊市商業(yè)健身俱樂部管理模式現(xiàn)狀與對(duì)策研究[J];當(dāng)代體育科技;2014年04期

8 陳金鰲;徐勤兒;;健身俱樂部私教課滿意度及需求的調(diào)查研究[J];山東體育科技;2012年03期

9 李艷杰;;錦州商業(yè)型健身俱樂部管理及發(fā)展對(duì)策研究[J];遼寧師專學(xué)報(bào)(自然科學(xué)版);2011年04期

10 李金珠;陳俊青;;上海市商業(yè)健身俱樂部經(jīng)營現(xiàn)狀研究[J];現(xiàn)代企業(yè)教育;2011年22期

相關(guān)碩士學(xué)位論文 前9條

1 郭亞玲;臨汾市經(jīng)營性健身俱樂部現(xiàn)狀及會(huì)員滿意度的調(diào)查與分析[D];山西師范大學(xué);2016年

2 孫銘珠;商業(yè)健身俱樂部的會(huì)員滿意度研究[D];華中師范大學(xué);2015年

3 許慶華;義烏商業(yè)健身俱樂部員工滿意度研究[D];浙江師范大學(xué);2012年

4 高雯雯;南京市體育健身俱樂部教練員激勵(lì)機(jī)制研究[D];南京師范大學(xué);2012年

5 張?zhí)毂?武漢市健身俱樂部健身指導(dǎo)員工作滿意度研究[D];華中師范大學(xué);2011年

6 李莎莎;無錫市星級(jí)飯店員工滿意度評(píng)價(jià)實(shí)證研究[D];江南大學(xué);2010年

7 全粵華;基于SWOT分析的南寧市商業(yè)健身俱樂部發(fā)展對(duì)策研究[D];廣西師范學(xué)院;2010年

8 王廣華;商業(yè)健身俱樂部行業(yè)本質(zhì)及經(jīng)營策略[D];北京體育大學(xué);2010年

9 徐慶雷;對(duì)北京市浩沙健身俱樂部員工滿意度與激勵(lì)機(jī)制的研究[D];北京體育大學(xué);2007年

，

本文編號(hào)：2089991