酒店员工的工作满意度、组织承诺与离职倾向关系研究

【作者】 钟建伟；

【导师】 杨刚；

【作者基本信息】 西南大学 ， 应用心理学， 2008， 硕士

【摘要】 本研究在总结以往离职研究文献的基础上,以重庆部分酒店员工为对象,对工作满意度、组织承诺、可选工作机会的主观感知、离职念头和离职行为倾向之间的关系进行了实证研究,并探讨了不同员工个人属性对上述各变量因素的影响。本研究采用案例分析和问卷调查相结合的方法,对11名离职员工和22名在职员工进行了访谈,采用问卷形式调查了重庆市6家酒店企业的234名员工(有效问卷201份),得出如下主要结论:1、员工工作满意度总体偏低,其中薪酬因素的满意度最低:员工组织承诺度总体也偏低,而员工离职念头、离职行为倾向则明显偏高。2、不同学历、不同年资、不同年龄的员工对工作满意度的薪酬因素和升迁制度、组织承诺、可选工作机会的主观感知、离职念头和离职行为倾向都存在显著差异,其中学历在大专及以上、年资1至5年或年龄在25岁以下的员工,工作满意度、组织承诺相对偏低,而离职念头、离职行为倾向最为强烈,是企业人力资源管理工作的重点对象。此外,员工职位越高,其薪酬满意度越高,而其离职念头、离职行为倾向则越低。3、员工工作满意度越高,组织承诺也越高,工作满意度可作为组织承诺的预测指标。4、员工组织承诺和其他可选工作机会的主观感知对离职念头有显著预测能力。5、员工离职念头和其他可选工作机会的主观感知对离职行为倾向有显著预测能力。本研究最后根据主要结论为企业管理和后续研究提出了建议。更多还原

【Abstract】 This dissertation is based on the previous studies about staff dimission. It regards some staff in part of hotels in Chongqing as its object. The present study develops a systematic research on the relationship among job satisfaction, organizational commitment, subjective perception upon job opportunities, thoughts of dimission and tendency towards dimission behavior and it also discusses effects of individual attribute of employees on the above variables.This dissertation adopts case study to interview 11 dimission employees and 22 employees in active service. It also designs a questionnaire to investigate 234 employees in six hotels in Chongqing (The number of valid questionnaires is up to 201). The findings are as follows:1. The degree of job satisfaction is at low level, in which the degree on salary is at the lowest. The degree of organizational commitment is also at low level. However, the degrees on thoughts of dimission and tendency towards dimission behavior are on the high side.2. There are remarkable differences for employees with different diplomas, different lengths of service, different ages in promotion system and salary factors of job satisfaction, organizational commitment, subjective perception upon job opportunities, thoughts of dimission and tendency towards dimission behavior. The degrees of job satisfaction and organizational commitment for employees with junior college or college diploma, one to five years’ length of service, under the age of 25 are at relatively low level. So they have intense thoughts of dimission and strong tendency towards dimission behavior and they are the key objects of human resources management in companies. In addition, the higher positions employees are in, the higher salary satisfaction they have, and the fewer thoughts of dimission and the fewer tendencies towards dimission behavior they have.3. The higher degree of job satisfaction, the higher organizational commitment employees have. The degree of job satisfaction can be a forecast index of organizational commitment.4. Organizational commitment and subjective perception upon job opportunities for staff have significant forecast ability to thoughts of dimission.5. Thoughts of dimission and subjective perception upon job opportunities for staff have significant forecast ability to the tendency towards demission behavior.Some suggestions for business management and future research were made according to the above main conclusions.更多还原