本文選題：員工敬業(yè)度 + H酒店　； 參考：《南昌大學(xué)》2014年碩士論文

【摘要】：21世紀(jì)，員工的敬業(yè)度成為越來越多企業(yè)議論的話題，國(guó)內(nèi)外許多專家與學(xué)者對(duì)員工的敬業(yè)度展開了調(diào)查和分析，但從調(diào)查的對(duì)象來看，針對(duì)酒店行業(yè)的還較少�，F(xiàn)實(shí)中觀察到，許多服務(wù)行業(yè)的大部分利潤(rùn)來自于忠誠(chéng)的消費(fèi)者，而忠誠(chéng)的消費(fèi)者很大程度上依賴于企業(yè)忠誠(chéng)的員工，由此看來，對(duì)酒店行業(yè)員工敬業(yè)度的調(diào)查很大程度上能夠反映服務(wù)行業(yè)的真正的利潤(rùn)來源點(diǎn)，對(duì)提高酒店的核心競(jìng)爭(zhēng)力具有重要的理論意義和現(xiàn)實(shí)意義。 本文研究主旨在如何判定工作環(huán)境、員工意識(shí)和員工敬業(yè)度之間的關(guān)系，工作環(huán)境（工作特點(diǎn)、內(nèi)部關(guān)系和組織管理）如何通過員工意識(shí)（歸屬感、滿意度和認(rèn)同度）來影響員工的敬業(yè)度。本文構(gòu)建通過工作環(huán)境對(duì)員工敬業(yè)度影響模型，在不同的時(shí)間對(duì)H酒店的不同層級(jí)的員工進(jìn)行了簡(jiǎn)單的訪談，，獲得了50余份有參考價(jià)值的訪談?dòng)涗洠瑢?duì)記錄進(jìn)行統(tǒng)計(jì)分析。最后對(duì)H酒店如何提升酒店員工的敬業(yè)度提出了相應(yīng)的建議。 本文對(duì)H酒店員工敬業(yè)度進(jìn)行研究，得出以下結(jié)論： （1）結(jié)合國(guó)內(nèi)外學(xué)者的研究前提下，本文將H酒店的工作環(huán)境做為研究的初始變量，分為三個(gè)主要的維度，分別是工作特點(diǎn)、內(nèi)部關(guān)系和組織管理。文中首先對(duì)初始變量進(jìn)行統(tǒng)計(jì)學(xué)中的信度和效度分析，分析的結(jié)果表明初始變量是可以做因子分析的。 （2）文中將H酒店的員工意識(shí)作為中介變量，分為三個(gè)主要維度，分別為歸屬感、滿意度和認(rèn)同度。對(duì)中間變量進(jìn)行信度和效度分析得出中間變量是可以進(jìn)行因子分析的，并且初始變量通過中間變量對(duì)員工敬業(yè)度發(fā)揮著作用。 （3）在前文的研究基礎(chǔ)上提出提升H酒店員工敬業(yè)度的管理建議，本文從四個(gè)角度展開，第一，改善工作環(huán)境。第二，設(shè)計(jì)科學(xué)的工作內(nèi)容。第三，建立公平、合理的薪酬管理制度。第四，幫助員工制定科學(xué)的職業(yè)生涯規(guī)劃。通過對(duì)以上四角度的分析，以實(shí)現(xiàn)通過H酒店工作環(huán)境去影響員工的員工意識(shí)，進(jìn)而達(dá)到員工對(duì)酒店的敬業(yè)度的目的。
[Abstract]:In the 21st century, employee engagement has become a topic of discussion in more and more enterprises. Many experts and scholars at home and abroad have investigated and analyzed the employee engagement, but from the object of investigation, the hotel industry is still less.In reality, it is observed that most of the profits in many service industries come from loyal consumers, who depend heavily on the loyal employees of the enterprise.The investigation of employee engagement in hotel industry can reflect the real profit source of the service industry to a great extent and has important theoretical and practical significance to improve the core competitiveness of the hotel.This paper focuses on how to determine the relationship between work environment, employee consciousness and employee engagement, and how work environment (work characteristics, internal relations and organizational management) can be determined through employee consciousness (sense of belonging).Degree of satisfaction and identity) to affect employee engagement.This paper constructs a model of the influence of working environment on employee engagement and conducts simple interviews with different levels of employees in H Hotel at different times. More than 50 references of interview records are obtained and the records are statistically analyzed.Finally, some suggestions are put forward on how to improve the hotel staff engagement.This paper studies the employee engagement of H Hotel and draws the following conclusions:1) based on the research of domestic and foreign scholars, this paper takes the working environment of H Hotel as the initial variable of the study, which is divided into three main dimensions: work characteristics, internal relations and organization and management.In this paper, the reliability and validity of the initial variables are analyzed, and the results show that the initial variables can be analyzed by factor analysis.In this paper, the employee consciousness of H Hotel is regarded as an intermediary variable, which is divided into three main dimensions: sense of belonging, satisfaction and identity.By analyzing the reliability and validity of the intermediate variable, it is concluded that the intermediate variable can be used for factor analysis, and the initial variable plays a role in employee engagement through the intermediate variable.3) on the basis of the previous research, this paper puts forward the management suggestions to improve the employee engagement of H Hotel. This paper starts from four angles: first, improve the working environment.Second, design the content of scientific work.Third, establish a fair and reasonable salary management system.Fourth, help employees to develop scientific career planning.Through the above four angles of analysis, to achieve the H hotel working environment to affect staff awareness, and then to achieve the goal of staff engagement to the hotel.
【學(xué)位授予單位】：南昌大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F719;F272.92

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