本文選題：酒店員工 + 領(lǐng)導(dǎo)風(fēng)格��； 參考：《西安科技大學(xué)》2014年碩士論文

【摘要】：酒店作為勞動(dòng)密集型企業(yè)，員工是最寶貴的資源，正越來越多的受到重視，但酒店員工高流失率問題一直未得到很好解決，是困擾酒店業(yè)健康發(fā)展的一大難題。大量研究結(jié)果表明，員工的離職率與員工滿意度顯著相關(guān)而領(lǐng)導(dǎo)風(fēng)格又是影響工作滿意度的重要因素。本文通過對(duì)濟(jì)南某酒店實(shí)證分析，嘗試研究酒店管理者應(yīng)當(dāng)樹立什么樣的領(lǐng)導(dǎo)風(fēng)格才能獲得更好的員工滿意度，以增強(qiáng)員工更好工作的意愿，促進(jìn)酒店更好更健康地發(fā)展。 本文主要分為五大部分，第一部分是緒論，主要包括研究背景、研究意義、研究方法、研究路線及領(lǐng)導(dǎo)風(fēng)格與員工滿意度研究的國內(nèi)外現(xiàn)狀；第二部分是相關(guān)文獻(xiàn)綜述，，主要包括領(lǐng)導(dǎo)風(fēng)格和員工滿意度綜述兩大方面；第三部分領(lǐng)導(dǎo)風(fēng)格、酒店員工滿意度及離職意向關(guān)系分析；第四部分是研究設(shè)計(jì)與方法，主要包括研究假設(shè)的建立、問卷設(shè)計(jì)說明和資料分析方法；第五部分是實(shí)證分析，以酒店員工為研究對(duì)象，以領(lǐng)導(dǎo)風(fēng)格為自變量，以工作滿意度為因變量，通過相關(guān)性分析、回歸分析，對(duì)領(lǐng)導(dǎo)風(fēng)格與酒店員工滿意度的關(guān)系進(jìn)行了探究。同時(shí)引入人口統(tǒng)計(jì)因素就領(lǐng)導(dǎo)風(fēng)格對(duì)員工滿意度影響在個(gè)體變量上存在的差異做了進(jìn)一步研究；對(duì)酒店領(lǐng)導(dǎo)者的建議；第六部分是結(jié)論與展望。 研究結(jié)果表明：變革型領(lǐng)導(dǎo)風(fēng)格可以讓酒店員工有著更高的滿意度，而變革型領(lǐng)導(dǎo)風(fēng)格的愿景激勵(lì)、智力激發(fā)、個(gè)性化關(guān)懷維度與員工滿意度的關(guān)系最為明顯。因此建議酒店領(lǐng)導(dǎo)者應(yīng)盡可能多的去關(guān)懷關(guān)心員工并及時(shí)傳達(dá)員工認(rèn)同的酒店愿景以激勵(lì)員工與酒店一起共同努力共同發(fā)展的意愿，而適度授權(quán)可以激發(fā)員工的聰明才智，增強(qiáng)員工工作積極性和主人翁意識(shí)，從而最大程度的提高員工滿意度降低員工離職意愿。
[Abstract]:As a labor-intensive enterprise, the staff is the most valuable resource, which is being paid more and more attention. However, the problem of high turnover rate of hotel staff has not been solved well, which is a big problem that puzzles the healthy development of hotel industry. A large number of results show that employee turnover rate is significantly related to employee satisfaction and leadership style is an important factor affecting job satisfaction. Through the empirical analysis of a hotel in Jinan, this paper tries to study what kind of leadership style hotel managers should establish in order to obtain better employee satisfaction, in order to enhance the willingness of staff to work better and promote the hotel to develop better and healthily. This paper is divided into five parts, the first part is the introduction, including the research background, research significance, research methods, research routes and leadership style and employee satisfaction at home and abroad; the second part is a review of relevant literature. It mainly includes two aspects: leadership style and employee satisfaction; the third part is leadership style, the analysis of hotel staff satisfaction and turnover intention; the fourth part is the research design and method, mainly including the establishment of research hypotheses. The fifth part is empirical analysis, which takes the hotel staff as the research object, takes the leadership style as the independent variable, takes the job satisfaction as the dependent variable, through the correlation analysis, the regression analysis. This paper explores the relationship between leadership style and hotel staff satisfaction. At the same time, the demographic factors are introduced to further study the differences in the individual variables of the influence of leadership style on employee satisfaction; the suggestions to the hotel leaders; the sixth part is the conclusion and prospect. The results show that the transformational leadership style can make the hotel staff have a higher degree of satisfaction, and the relationship between the visionary motivation, intellectual stimulation, personalized care dimension and employee satisfaction of the transformational leadership style is the most obvious. Therefore, it is suggested that hotel leaders should care as much as possible about their employees and communicate their shared vision of the hotel in a timely manner in order to stimulate their willingness to work together with the hotel for common development, and that appropriate delegation of authority can stimulate the intelligence and intelligence of the staff. Enhance employee's enthusiasm and sense of ownership so as to maximize employee satisfaction and reduce employee turnover intention.
【學(xué)位授予單位】：西安科技大學(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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本文編號(hào)：2012837