摘要
90后新生代员工已成为饭店行业的主力军,但其鲜明的个性特征对传统饭店管理模式提出了严峻的挑战。新生代员工普遍表现出对饭店缺乏认同,因而频繁跳槽现象屡见不鲜。激励措施是饭店吸引并留住员工的重要举措,然而单纯的物质激励方式已明显落后于新生代员工多样化的需求。因此,本文尝试性地就饭店非物质激励与新生代员工组织认同、员工忠诚的关系进行了探讨。经实证发现,饭店非物质激励可显著提高员工的组织认同和员工态度忠诚,并且组织认同对新生代员工态度忠诚和行为忠诚均具有显著影响,但新生代员工态度忠诚与行为忠诚之间并不存在显著关系,这也为新时期的饭店管理工作开启了新思路。
The new generation employees who were born after 1990s have become the main force in hotel industry, but their distinctive personal characteristics are posing a severe challenge to the traditional hotel management. Most of them lack of recognition of the hotel, so frequent job-hopping phenomenon is so common. Incentives are important initiatives to attract and retain the hotel staff, but simple material incentives has significantly lagged behind diverse needs of the new generation employees, Therefore, this paper tentatively focuses on the relationship among non-material incentives, organizational and employees＇ loyalty of the new generation employees in hotel. After empirical analyze, non-material incentives can significantly improve employee＇s organizational identification and employees＇ loyalty, employees＇ organizational identification has a significant impact on employees＇ loyalty, but there is no significant relationship between the attitude loyalty and behavior loyalty ,which points out a new way for hotel management in the new era.
出处
《北京第二外国语学院学报》
2015年第9期42-51,23,共11页
Journal of Beijing International Studies University
基金
湖南省哲学社会科学课题阶段性成果(1011178A)
关键词
饭店
新生代员工
非物质激励
组织认同
员工忠诚
hotel
new generation employees
non-material incentives
organizational identification
employees＇ loyalty
