摘要
随着饭店行业竞争的不断加剧,员工忠诚和人才保留受到了管理实践者的极大重视。本文以福州市高星级酒店员工为研究对象,采用实证的方法检验了饭店企业员工组织承诺与离职倾向的关系。研究发现:饭店员工忠诚度不高,且"被迫忠诚"特征尤为明显;在组织承诺构面中,仅有经济承诺对员工离职倾向产生影响,但影响力度较弱;理想承诺和经济承诺与离职倾向存在显著负相关,规范承诺、感情承诺和机会承诺与离职倾向相关性不明显;饭店企业留不住人现象在本研究中亦有体现。基于此,笔者提出相关建议以供饭店管理者参考。
With the increasingly fierce competition of the hotel industry, managerial practitioners arc paying more attention to employee loyally and talent retention. This paper analyzes the relationship between organizational commitment and turnover intention by an empirical method. The findings arc： Firstly, the degree of employee loyalty is not high, and most employees are forced to be loyal. Secondly, among the five dimensions of organizational commitment, only economy commitment has slight impact on staff turnover intention. Thirdly, ideal commitment and economic commitment have evident negative correlations with turnover intention, and the other three types of organizational commitment show no correlation with turnover intention. Finally, brain drain constantly occurs in the Hotel hadustry. Based on the conclusions, the authors give some suggestions to hotel managonent.
出处
《北京第二外国语学院学报》
2012年第3期27-34,共8页
Journal of Beijing International Studies University
基金
福建省教育厅社科基金资助项目<饭店企业员工组织承诺内容结构及其相关研究>(JBS09112)
关键词
饭店
组织承诺
离职倾向
hotel
organizationalcommitment
tumoverintention
