本文選題：酒店管理 + 工作-家庭沖突　； 參考：《山東大學(xué)》2012年碩士論文

【摘要】：隨著我國從旅游大國到旅游強(qiáng)國的轉(zhuǎn)變,作為接待中外客人的飯店行業(yè),其發(fā)展尤為迅猛。飯店業(yè)的迅速擴(kuò)張,對于我國豐富的勞動力就業(yè)來說意義重大；但對于飯店企業(yè)本身來說,市場競爭的白熱化,其競爭意味著不只是對客源的競爭,更意味著是對企業(yè)人力資源的競爭,飯店業(yè)29.1%的員工流失率就足以說明當(dāng)前所面臨的人力資源困難。降低員工的流失率,建設(shè)一支穩(wěn)定、高效的員工隊伍,成為擺在飯店業(yè)管理者面前的一個問題。 在眾多影響員工離職的因素當(dāng)中,本研究探討了工作-家庭沖突對飯店員工離職意向的影響,并以組織承諾和員工敬業(yè)度為中介變量,綜合考察分析了幾者之間的相互作用機(jī)制。首先,本文通過對相關(guān)文獻(xiàn)綜述的回顧總結(jié),并在對五家飯店進(jìn)行初步訪談的基礎(chǔ)上,提出本文的研究假設(shè)和理論模型。其次,通過發(fā)放調(diào)查問卷的方式,并對收集的數(shù)據(jù)利用SPSS16.0進(jìn)行相關(guān)的統(tǒng)計分析,驗證了本文的研究假設(shè),并得出了以下主要結(jié)論：(1)飯店業(yè)員工總體對工作-家庭沖突感知程度不高,但其總體組織承諾水平和敬業(yè)度水平不高,存在較高的離職意向；(2)不同人口統(tǒng)計特征的員工對工作-家庭沖突、組織承諾、敬業(yè)度和離職意向所表現(xiàn)出顯著性不同,員工在年齡、性別、學(xué)歷、婚姻狀況、崗位類別等特征上的不同是其顯著性差異的主要原因；(3)員工工作-家庭沖突與離職意向之間呈顯著正相關(guān)關(guān)系,其中工作-家庭行為沖突維度與離職意向間不存在明顯的顯著性關(guān)系；員工組織承諾和敬業(yè)度與離職意向之間分別呈顯著負(fù)相關(guān)關(guān)系,與相關(guān)文獻(xiàn)綜述結(jié)論相符合,這幾個變量都能較好地對離職意向起到預(yù)測作用。最后,本文在總結(jié)研究結(jié)論的基礎(chǔ)上,對飯店管理者該如何平衡好員工工作家庭沖突,該如何培養(yǎng)員工對飯店的忠誠及降低員工離職率方面提出一些實踐性建議,諸如：安排靈活的工作時間；實施組織家庭友好型政策；營造一種“幫、扶、教”的組織氛圍；工作內(nèi)容豐富化；建立一種積極的組織文化,提高飯店員工的組織認(rèn)同感和自豪感。
[Abstract]:With the transformation of our country from a big tourist country to a powerful tourism country, the hotel industry, as a host of Chinese and foreign guests, is developing rapidly. The rapid expansion of the hotel industry is of great significance to the abundant labor force employment in our country, but for the hotel enterprises themselves, the fierce competition in the market means not only the competition for tourists, It also means the competition of human resources in enterprises. The loss rate of 29. 1% of employees in hotel industry is enough to explain the current human resource difficulties. Reducing staff turnover and building a stable and efficient workforce has become a problem for hotel managers. Among the factors influencing employee turnover, this study explored the impact of work-family conflict on turnover intention of hotel staff, and took organizational commitment and employee engagement as intermediary variables. The mechanism of interaction between several individuals is analyzed. First of all, based on the review and summary of relevant literature review, and on the basis of preliminary interviews with five hotels, this paper puts forward the research hypotheses and theoretical models. Secondly, by issuing questionnaires and using SPSS 16.0 to analyze the collected data, the research hypotheses of this paper are verified. The main conclusions are as follows: (1) the overall perception of work-family conflict is not high, but the overall level of organizational commitment and engagement is not high, there is a high intention to quit; (2) employees with different demographic characteristics showed significant differences in work-family conflict, organizational commitment, engagement and turnover intention. (3) there was a significant positive correlation between work-family conflict and turnover intention. There was no significant relationship between work-family behavior conflict dimension and turnover intention, and there was significant negative correlation between employee organizational commitment and engagement and turnover intention, which was consistent with the conclusion of relevant literature review. These variables can well predict the turnover intention. Finally, on the basis of summing up the research conclusions, this paper puts forward some practical suggestions on how to balance the work-family conflict, how to cultivate staff loyalty to the hotel and how to reduce the employee turnover rate. Such as: flexible working hours; implementation of a family-friendly organizational policy; creating an organizational atmosphere of "help, support, teaching"; enriching the content of work; and establishing a positive organizational culture, Improve hotel staff organizational identity and pride.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F719;F272.92

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