摘要
文章探讨了酒店业员工工作价值观对工作投入和工作满意度的影响,并考察代际差异对工作价值观影响工作投入和工作满意度的调节作用。以广州市4家高星级酒店为例,综合运用阶层回归分析、方差分析和分组回归分析验证研究假设,分析发现,酒店员工工作价值观对工作投入和工作满意度有显著的积极影响;不同代际酒店员工的工作价值观存在差异;代际差异对工作价值观影响工作投入和工作满意度具有调节作用。研究结论对酒店管理者具有一定的借鉴意义:首先,通过工作价值观来提升员工工作投入和工作满意度;其次,根据工作价值观的代际差异,对员工进行针对性的管理,强化代际间的沟通;最后,顺应代际工作价值观发展趋势,提升组织竞争力。
Human resources are considered to be the most important assets of hotel organizations.However, hotel companies in China face serious obstacles in the form of high turnover rates and low levels of employee job satisfaction, which reduce Chinese hotels＇ competitive advantages relative to their international counterparts. Employees with a high degree of work engagement and job satisfaction are able to provide superior service for customers, which in turn enhances the reputation of the hotel. In this sense, it has become increasingly critical for Chinese hotel companies to improve employee work engagement and job satisfaction. It is meaningful to empirically investigate whether and how employees＇ value systems regarding their work affect their level of work engagement and job satisfaction It is fairly well-known that employees of different generations come from different backgrounds, which may further influence their work engagement and job satisfaction. This is especially true in China, a country that has experienced rapid social and economic change in recent decades. Therefore, the effects of generational differences among employees should be considered as well.This study aims to investigate the influences of work values on hotel employees＇ work engagement and job satisfaction, as well as the moderating effects of generational differences on these relationships. Using four-and five-star hotels in Guangzhou, Guangdong Province as a study context for collecting data, 556 questionnaires were gathered from hotel employees. The Statistical Package for the Social Sciences（SPSS） was used to manage and analyze the data. Hierarchical regression analysis,analysis of variance, and group regression analysis techniques were used to test the hypotheses developed. Findings of this study showed that work values have a positive impact on work engagement and job satisfaction; employees of different generations have different perceptions of work values; and generational differences moderate the effects of work values on employee work engagement and job satisfaction. According to the results of this study, several managerial implications were developed for hotel managers as follows. First, because work values have positive effects on employee work engagement and job satisfaction, hotel managers can enhance employee work engagement and job satisfaction by shaping their work values. Second, based on the results that show that perceptions of work values differ by generation and these differences moderate the effects of work values on job satisfaction and work engagement, hotel managers should make corresponding policies to appropriately manage employees over a range of ages, as well as to promote communication among employees of different generations. Third,following the developing trends of generational work values, hotel managers should change their organization structure to improve competitiveness. Several limitations exist in this study and related research directions are as follows. Additional locations and different types of hotels should be investigated to generalize findings. Other consequences of work value, such as organization commitment and organizational citizenship behavior, are also worth studying because they are important to hotel companies; and finally, longitudinal data should also be used to further confirm the results of this study.
出处
《旅游学刊》
CSSCI
北大核心
2017年第12期89-100,共12页
Tourism Tribune
基金
国家自然科学基金项目"服务企业员工品牌内化量表构建与作用机制:基于组织和员工两层面领导的视角"(71602194)资助~~
关键词
工作价值观
工作投入
工作满意度
代际差异
work values
work engagement
job satisfaction
generational differences
