本文選題：服務(wù)創(chuàng)新 + 薪酬分配公平感　； 參考：《華僑大學(xué)》2017年碩士論文

【摘要】：面對激烈競爭,創(chuàng)新是組織獲勝的關(guān)鍵。高星級酒店由于產(chǎn)品具有特殊性,服務(wù)創(chuàng)新對其而言十分重要。一線員工在服務(wù)創(chuàng)新中發(fā)揮著重要作用,參與了從發(fā)現(xiàn)問題、產(chǎn)生創(chuàng)意、實施新構(gòu)想等一系列過程。因此,重點在于如何提高其服務(wù)創(chuàng)新積極性�，F(xiàn)有服務(wù)創(chuàng)新前因變量的研究主要基于三大視角:員工個體視角、組織環(huán)境(客觀環(huán)境與心理環(huán)境)視角以及多變量交互視角。本研究在回顧服務(wù)創(chuàng)新研究三大視角相關(guān)文獻(xiàn)的基礎(chǔ)上,選擇薪酬分配公平感變量作為組織環(huán)境(心理環(huán)境)變量,內(nèi)在動機作為員工個體變量,問卷調(diào)研了泉州、廈門的414位一線員工,通過SPSS17.0軟件對所獲數(shù)據(jù)進(jìn)行回歸分析、優(yōu)勢分析,分別實證研究了薪酬分配公平感對服務(wù)創(chuàng)新影響的獨立效應(yīng)以及薪酬分配公平感、內(nèi)在動機對服務(wù)創(chuàng)新影響的交互效應(yīng)。得出以下主要結(jié)論:1.薪酬分配公平感對服務(wù)創(chuàng)新影響的獨立效應(yīng)檢驗結(jié)果表明:薪酬分配公平感對服務(wù)創(chuàng)新、創(chuàng)新構(gòu)想產(chǎn)生、創(chuàng)新構(gòu)想實施都有顯著正向影響。結(jié)合優(yōu)勢分析結(jié)果發(fā)現(xiàn),雖然內(nèi)在動機對服務(wù)創(chuàng)新、創(chuàng)新構(gòu)想產(chǎn)生、創(chuàng)新構(gòu)想實施都有顯著正向影響,但是薪酬分配公平感的積極作用不容忽視,尤其是在創(chuàng)新構(gòu)想實施階段,其激勵作用更加明顯。2.薪酬分配公平感與內(nèi)在動機對服務(wù)創(chuàng)新影響的交互效應(yīng)檢驗結(jié)果表明:當(dāng)被解釋變量為服務(wù)創(chuàng)新時,交互項回歸系數(shù)為負(fù)(不顯著);當(dāng)被解釋變量為創(chuàng)新構(gòu)想產(chǎn)生時,交互項回歸系數(shù)顯著為負(fù),這一實證結(jié)果也與“浪漫主義視角”觀點不謀而合。當(dāng)被解釋變量為創(chuàng)新構(gòu)想實施時,交互項回歸系數(shù)為正(不顯著),雖然這一實證結(jié)果沒能驗證研究假設(shè),但這正表明了薪酬分配公平感的積極激勵作用,有著理論的可解釋性。按照“動機-工作循環(huán)匹配”理論,當(dāng)員工產(chǎn)生了創(chuàng)新構(gòu)想,外在激勵能促進(jìn)創(chuàng)新想法的實施。這一實證結(jié)果也與組織行為學(xué)中的“現(xiàn)實主義視角”觀點一致。因此,文章建議酒店管理者一是完善薪酬管理,提高一線員工薪酬分配公平感。二是針對服務(wù)創(chuàng)新活動的多階段性,樹立一線員工服務(wù)創(chuàng)新的過程管理意識,在不同的階段,采取不同的管理方式,以最大限度激發(fā)一線員工服務(wù)創(chuàng)新的靈感、促使創(chuàng)新構(gòu)思落地施行。
[Abstract]:In the face of fierce competition, innovation is the key to the organization's victory. The service innovation is very important for the high star hotel because of the particularity of the product. The front line employees play an important role in the service innovation, participate in a series of processes from the discovery problem, the creation and the implementation of the new idea. The research on the variables of existing service innovation is mainly based on three perspectives: employee individual perspective, organizational environment (objective environment and psychological environment) perspective and multi variable interaction perspective. On the basis of reviewing the related literature in the three perspectives of service innovation research, this study selects the compensation equity sense variable as the organizational environment. As an employee individual variable, the questionnaire investigated 414 front-line employees in Quanzhou and Xiamen. Through the regression analysis of the data obtained by the SPSS17.0 software, the advantages of the compensation distribution fairness to the service innovation and the fair sense of salary distribution were studied. The main conclusions are as follows: 1. the test results of the independent effect of the equity sense of salary distribution on the impact of service innovation show that the equity sense of salary distribution has a significant positive impact on service innovation, innovation concept production and innovation concept implementation. The new concept has a significant positive impact on the implementation of the innovation concept, but the positive role of the sense of equity distribution can not be ignored. Especially in the stage of the implementation of the innovation concept, the incentive effect of the.2. salary distribution is more obvious. When innovating, the coefficient of reciprocal regression is negative (not significant); when the explanatory variable is created by the concept of innovation, the reciprocal regression coefficient is significantly negative, and this empirical result coincides with the "romantic perspective" view. When the explanatory variable is implemented by the innovation concept, the reciprocal regression coefficient is positive (not significant), although this empirical result is the result. It is not able to verify the research hypothesis, but this is the positive incentive effect of the sense of fairness in salary distribution, which has a theoretical interpretability. In accordance with the theory of "motivation work cycle matching", when employees produce innovative ideas, external incentives can promote the implementation of innovative ideas. This empirical result is also the "realistic perspective" in organizational behavior. Therefore, the article suggests that the hotel manager should improve the salary management and improve the fair sense of salary distribution for the front-line staff. Two, it aims at the multi-stage of the service innovation activities, sets up the process management consciousness of the service innovation of the front-line staff, and takes different management methods in different stages to maximize the service of the front-line staff. The inspiration of innovation makes the creative idea come to the ground.
【學(xué)位授予單位】：華僑大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F719.2

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