本文選題：酒店員工　切入點：個人-組織契合度　出處：《魯東大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：多變的消費市場、全球化的競爭以及急劇上升的經(jīng)營成本，促使酒店業(yè)不斷提升服務(wù)質(zhì)量以迎合顧客的需求和欲望。酒店的經(jīng)營者和管理者均應(yīng)以調(diào)動員工的積極性為根本，傳統(tǒng)的靜態(tài)的行使單一行政職能的人事管理已經(jīng)不能適應(yīng)酒店業(yè)的新變化，代之而起的是實行確保人與組織最佳契合的現(xiàn)代人力資源管理。薪酬滿意度作為現(xiàn)代管理的重要因素之一，直接影響著酒店能否激勵員工、吸引并留住員工。有關(guān)薪酬滿意度的研究，國外已有近30年的研究歷史并取得了豐碩的成果。國內(nèi)對該領(lǐng)域的研究也取得了一些進(jìn)展，但從個人-組織契合度角度研究的尚且不多。 本文以酒店員工為研究對象，在回顧國內(nèi)外個人-組織契合度與薪酬滿意度為研究的相關(guān)文獻(xiàn)的基礎(chǔ)上，采用問卷調(diào)查的方法對煙臺市的10家星級酒店（五星級兩家，四星級三家，三星級五家）的員工進(jìn)行調(diào)查，運用因素分析、方差分析、回歸分析等統(tǒng)計方法得到數(shù)據(jù)，并分析了結(jié)果，討論了酒店員工薪酬滿意度在人口學(xué)變量上的差異，分析了個人-組織契合度中價值觀契合度、需求-能力契合度、需要-供給契合度三個維度對于薪酬水平、福利、薪酬晉升以及薪酬管理滿意度的關(guān)系及影響作用，對酒店在員工人力資源管理的實踐過程中提出了建設(shè)性意見，也對酒店員工個人-組織契合度對薪酬滿意度的影響后續(xù)研究中有待進(jìn)一步深化的部分提出了建議。 通過研究，得出以下結(jié)論： 1、酒店員工薪酬滿意度普遍偏低，均沒有達(dá)到中等滿意水平，就薪酬滿意度的四個維度來看，薪酬福利的滿意度最高，其次是薪酬晉升和薪酬水平的滿意度，各酒店員工對于薪酬管理的滿意感最低。 2、酒店員工個人-組織契合度比較低，，總體處于中等契合水平以下，就個人-組織契合度三個維度來看，價值觀契合度最高，其次是需求-能力契合度，酒店員工的需要-供給契合度最低。 3、不同性別、年齡人口學(xué)變量對酒店員工薪酬滿意度無顯著性影響，不同學(xué)歷、職位以及不同的酒店級別對薪酬滿意度的某些維度產(chǎn)生不同的影響。表現(xiàn)為職位對于薪酬水平和薪酬滿意度具有顯著影響，學(xué)歷因素對于薪酬晉升和薪酬管理具有顯著影響，酒店的星級級別對于員工福利和薪酬管理的影響明顯相關(guān)。 4、個人-組織契合度對酒店員工薪酬滿意度存在顯著性影響。 5、價值觀契合度對于薪酬滿意度的四個維度均具有顯著的積極影響作用，而需要-供給契合對薪酬水平和薪酬管理滿意度影響，而對福利和薪酬晉升則產(chǎn)生負(fù)向的影響作用，需求-能力契合度對薪酬管理具有顯著負(fù)影響，而對其他三個滿意度維度具有較好的促進(jìn)作用。
[Abstract]:The changing consumer market, the globalization of competition and the soaring operating costs urge the hotel industry to continuously improve its service quality to meet the needs and desires of its customers. The traditional static personnel management, which performs a single administrative function, can no longer adapt to the new changes in the hotel industry. Instead, modern human resource management is implemented to ensure the best match between the people and the organization. As one of the important factors of modern management, salary satisfaction directly affects whether the hotel can motivate the staff. Attracting and retaining employees. The research on compensation satisfaction has been studied for nearly 30 years abroad and has made fruitful achievements. Some progress has been made in this field in our country. However, there is not much research from the angle of individual-organization fit. This paper takes hotel staff as the research object, on the basis of reviewing the relevant literature of personal organization fit degree and salary satisfaction degree at home and abroad, adopts the method of questionnaire investigation to 10 star hotels in Yantai city (two five-star hotels, two five-star hotels). Four star three, three three star five) the employee carries on the investigation, uses the factor analysis, the variance analysis, the regression analysis and so on the statistical method obtains the data, and analyzes the result, discusses the hotel staff salary satisfaction in the demography variable difference, This paper analyzes the relationship and influence of the three dimensions of personal and organizational fit, such as value fit, demand-ability fit and needs-supply fit, on salary level, welfare, salary promotion and salary management satisfaction. This paper puts forward some constructive suggestions on the practice of staff human resource management, and also puts forward some suggestions on the further research on the impact of the degree of individual-organization fit on salary satisfaction. Through the research, the following conclusions are drawn:. 1. The salary satisfaction of hotel staff is generally low, all of them have not reached the moderate satisfaction level. In terms of the four dimensions of salary satisfaction, the satisfaction degree of salary and welfare is the highest, followed by salary promotion and salary level satisfaction. Hotel staff are the least satisfied with salary management. 2. The degree of individual-organization fit of hotel staff is relatively low, and the overall level is below the moderate level. In terms of the three dimensions of personal and organizational fit, the degree of value fit is the highest, followed by the degree of demand-ability fit. Hotel staff needs-supply fit is the lowest. 3, different gender, age demographics variables have no significant influence on the salary satisfaction of hotel staff, different degrees of education, Positions and different hotel levels have different effects on some dimensions of salary satisfaction, such as position has significant influence on salary level and salary satisfaction, educational background has significant influence on salary promotion and salary management. The impact of the hotel's star rating on employee benefits and compensation management is clearly related. 4. The degree of personal-organization fit has significant influence on the salary satisfaction of hotel staff. 5. The value compatibility has a significant positive effect on the four dimensions of salary satisfaction, while the needs-supply fit has a negative effect on the compensation level and salary management satisfaction, while on the welfare and salary promotion, it has a negative impact on the compensation level and the salary management satisfaction, while the demand-supply fit has a negative impact on the compensation level and salary management satisfaction. The degree of demand-ability fit has a significant negative effect on salary management, while it can promote the other three dimensions of satisfaction.
【學(xué)位授予單位】：魯東大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F719

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