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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
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Abstract


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.

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CLC: > Economic > Economic planning and management > Enterprise economy > Enterprise planning and management decision - making
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