本文選題：飯店 + 員工感知�。� 參考：《湖南師范大學(xué)》2012年碩士論文

【摘要】：隨著旅游業(yè)的迅速發(fā)展,飯店業(yè)之間的競爭也日益激烈,要想在激烈的競爭中獲得長足的發(fā)展,飯店必須要提高競爭力,獲得競爭優(yōu)勢。作為服務(wù)行業(yè),只有關(guān)注員工,關(guān)注員工工作滿意度,才能取得競爭優(yōu)勢,然而飯店業(yè)中員工工作滿意度低,離職率高現(xiàn)象普遍,導(dǎo)致飯店人力成本高,經(jīng)營效益差,員工滿意度已成為了飯店經(jīng)營最關(guān)注的問題之一。企業(yè)社會責(zé)任履行能影響員工工作滿意度,領(lǐng)導(dǎo)者作為組織的決策者,其社會責(zé)任取向能影響企業(yè)社會責(zé)任履行和表現(xiàn),而目前企業(yè)社會責(zé)任普遍缺失,基于此,本文就員工對領(lǐng)導(dǎo)者企業(yè)社會責(zé)任取向的感知與工作滿意度的關(guān)系進(jìn)行研究,希望飯店領(lǐng)導(dǎo)者在日常經(jīng)營管理中以社會責(zé)任為取向,履行好企業(yè)社會責(zé)任,從而提高員工工作滿意度,以降低員工離職率,提高飯店競爭力。 本文通過對長沙市和湘潭市七家五星級飯店的員工發(fā)放了400份問卷,調(diào)查分析了員工對領(lǐng)導(dǎo)社會責(zé)任取向的感知與工作滿意度的關(guān)系,用spss17.0對兩者進(jìn)行相關(guān)和回歸分析,研究結(jié)論表明：將影響員工工作滿意度的工作報(bào)酬、工作關(guān)系和工作環(huán)境作為控制變量后,(1)員工對領(lǐng)導(dǎo)社會責(zé)任取向的感知顯著正向影響工作滿意度；(2)員工對領(lǐng)導(dǎo)經(jīng)濟(jì)責(zé)任取向的感知與工作滿意度正相關(guān)；(3)員工對領(lǐng)導(dǎo)法律責(zé)任取向的感知與工作滿意度正相關(guān)；(4)員工對領(lǐng)導(dǎo)道德責(zé)任取向的感知與工作滿意度正相關(guān)；(5)員工對領(lǐng)導(dǎo)慈善責(zé)任取向的感知與工作滿意度不相關(guān)；(6)員工對領(lǐng)導(dǎo)者法律責(zé)任取向的感知對工作滿意度有顯著正向影響最大,其次為員工對領(lǐng)導(dǎo)者經(jīng)濟(jì)責(zé)任取向的感知,而員工對領(lǐng)導(dǎo)者道德責(zé)任取向的感知對工作滿意度影響不顯著。針對以上研究結(jié)論,本文對飯店領(lǐng)導(dǎo)者提出了相關(guān)建議。文章的最后,指出了本研究的創(chuàng)新點(diǎn)、局限及對未來進(jìn)一步的研究方向。
[Abstract]:With the rapid development of the tourism industry, the competition between the hotel industry is also increasingly fierce. In order to obtain the rapid development in the fierce competition, the hotel must improve the competitiveness and obtain the competitive advantage. As a service industry, only by paying attention to employees and their job satisfaction can they gain competitive advantage. However, the low job satisfaction and high turnover rate of employees in the hotel industry lead to high manpower cost and poor operating efficiency in the hotel industry. Employee satisfaction has become one of the most concerned problems in hotel management. Corporate social responsibility (CSR) performance can affect employee job satisfaction. As the decision maker of the organization, CSR orientation can affect CSR performance and performance. This paper studies the relationship between employee's perception of leader's social responsibility orientation and job satisfaction, and hopes that hotel leader will take social responsibility as orientation in daily management and fulfill corporate social responsibility. So as to improve employee job satisfaction, to reduce staff turnover rate, improve the competitiveness of the hotel. Through the distribution of 400 questionnaires to the staff of seven five-star hotels in Changsha and Xiangtan, this paper analyzes the relationship between the employee's perception of leadership social responsibility and job satisfaction, and uses spss17.0 to analyze the correlation and regression analysis between the two. The results show that: (1) the perception of leadership social responsibility orientation has a significant positive effect on job satisfaction after taking the work reward, work relationship and work environment as control variables; (2) employee's perception of leadership economic responsibility is positively related to job satisfaction; (3) employee's perception of leadership legal responsibility is positively related to job satisfaction; (4) employee's perception of leadership moral responsibility is positively related to job satisfaction. (5) employee's perception of leadership charity responsibility is not related to job satisfaction; (6) employee's perception of leader's legal responsibility orientation has significant positive influence on job satisfaction, followed by employee's perception of leader's economic responsibility orientation. But the employee's perception of the leader's moral responsibility has no significant effect on job satisfaction. In view of the above conclusions, this paper puts forward some suggestions to hotel leaders. Finally, the paper points out the innovation, limitation and future research direction.
【學(xué)位授予單位】：湖南師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F719;F272;F224

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前1條

1 易娜;酒店員工高流失率影響因素及對策研究[D];湖南師范大學(xué);2013年

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本文編號：2079932