Dissertation > Excellent graduate degree dissertation topics show

Based on Psychological Contract research staff turnover intention

Author: HuangDanXia
Tutor: ZhangLiLi
School: South China University of Technology
Course: Tourism Management
Keywords: Psychological contract Job Satisfaction Organizational commitment Turnover Intention
CLC: F272
Type: Master's thesis
Year: 2010
Downloads: 674
Quote: 5
Read: Download Dissertation


In the era of knowledge economy, talent competition determines the hotel in the future. But how to keep the hotel's excellent talent, reduce staff turnover, hotel human resources management has become a big confusion. Hotel as a labor-intensive service industries in the country of its staff turnover rate has been high. The author of the relevant studies based on extensive literature found that psychological contract organizational responsibilities, job satisfaction, organizational commitment, these three variables will affect employee turnover tendency exists between the four complex interrelationships. Therefore, the purpose of this research is to build organizational responsibilities, job satisfaction, organizational commitment and turnover intention model to study the model of mutual influence of each variable, will also be on the psychological contract in organizational responsibility and employee relations within the responsibility discussed. This paper uses literature study, questionnaire and statistical analysis method, on the basis of previous theoretical studies, through the 318 staff questionnaires and using SPSS17.0 statistical software for data analysis, the results of this study . Mainly includes the following seven: First, organizational responsibilities to employees there is a direct positive impact on responsibility, organizational accountability and responsibility among employees there is a crossover of both parallel relationship; Second, the organization responsible for the existence of job satisfaction direct positive influence tissue-type responsibilities interpersonal greatest impact; Third, the organization responsible for the existence of a direct positive impact on organizational commitment, job satisfaction and organizational commitment in the organizational responsibilities between partial mediating effect; Fourth, the organization responsible for turnover intention indirect negative effect exists, organizational commitment and turnover intention in organizational responsibilities between the mediating effect completely; fifth, job satisfaction and turnover intention exists indirect negative effect on job satisfaction, organizational commitment and turnover intention between fully mediated effects; sixth, joint investment in high psychological contract staff is high job satisfaction, organizational commitment, and lower turnover intention; seventh, partly demographic variables in the hotel employees' organizational responsibilities, staff responsibilities, job satisfaction, organizational commitment and turnover intention, there are significant differences. Based on the results of this study, the authors put forward suggestions and countermeasures include the following six points: First, the recruitment deliver real information to guide employees to establish harmonious psychological contract; Secondly, to strengthen communication with staff, the implementation of dynamic psychological contract management; Third, establish a people-oriented management philosophy, put people first; fourth, and fully mobilize the enthusiasm of employees, increase employee satisfaction with the work itself; Fifth, improve staff remuneration, improved working conditions; Sixth, pay close attention to employees' organizational commitment, employee turnover tendency to avoid the generation.

Related Dissertations

  1. Rural primary school teachers' job satisfaction measurement,G625.1
  2. An Empirical Research on University Teachers’ Effectiveness and Its Influcing Factors,G645.1
  3. China's civil Problems of psychological contract,D630.3
  4. Perspective of the socialist market economy , pharmaceutical sales staff pay satisfaction and job satisfaction Relations,F426.72
  5. An Empirical Study on Relationship between Job Satisfaction and Organizational Commitment in the after 80’s Employees,F224
  6. The Relationship between Occupational Stress、Coping Style and Job Satisfaction of Policeman in Wuhan,B849
  7. Guangxi Teachers' Psychological Contract of Private Universities,G443
  8. Career plateau on job satisfaction and turnover intention of,F224
  9. Transformational leadership, leadership - Deployment exchange impact on job satisfaction study,F224
  10. Work-based embedded perspective of SMEs Employee Turnover Intention,F272.92
  11. Psychological contract rupture of deviant behavior in the workplace impact study,F272.92
  12. Research on the Influence of Work-Family Conflict on the College Instructor’ Job Attitudes,B842
  13. The Research on Strategies to Enhance College-graduate Village Official Job Satisfaction,D422.6
  14. Research on the Relationship between Justice Perception of Performance-based Pay and Work Attitudes of Institution Staff,F224
  15. A Study of Motivation for Township Public Servants on Basis of Psychological Contract,D630
  16. Job Satisfaction Research for Dispatched Labor of Tianjin Area,F224
  17. Research on the Influence of Perceived Organizational Support on Turnover Intention and Intention to Stay of Knowledge Workers,F224
  18. Research on the Relationship Between Job Satisfaction and Work Performance of IT Industry’s Core Staff,F426.6
  19. A Study on the Relationships among Job Stress、Job Satisfaction and Job Performance,F272.92
  20. The Research on Employee’s Organizational Commitment in Zhejiang Textile Clothing Industry,F426.8;F224
  21. Burnout , job satisfaction and the ability to work relationships and intervention studies,F426.1;F224

CLC: > Economic > Economic planning and management > Enterprise economy > Enterprise planning and management decision - making
© 2012 www.DissertationTopic.Net  Mobile