摘要
酒店业新生代员工是酒店业重要的潜在人力资源,他们是否愿意留职关系到酒店业的未来发展潜力与国际竞争优势。文章以酒店业新生代员工为例,实证研究心理契约、情感承诺、未来留职意愿的关系。研究结果表明,与交易型心理契约相比较,发展型心理契约对未来留职意愿的影响更大,且情感承诺在交易型、发展型心理契约与未来留职意愿的关系中起完全中介作用;关系型心理契约负向影响未来留职意愿,情感承诺对该关系没有中介作用。最后,结合研究结论提出酒店新生代员工心理契约的管理实践建议。
The new generation of employees in the hotel industry is an important potential human resource in the hotel industry.Whether they are willing to retain their jobs is related to the future development potential and international competitive advantage of the hotel industry.This article takes the new generation of employees in the hotel industry as an example to empirically study the relationship between psychological contract,emotional commitment,and willingness to stay in the future.Research results show that,compared with transactional psychological contracts,developmental psychological contracts have a greater impact on future retention intentions,and emotional commitments play a completely intermediary role in the relationship between transactional and developmental psychological contracts and future retention intentions;The relational psychological contract negatively affects the willingness to stay in the future,and the emotional commitment does not mediate the relationship.At the end,combined with the research conclusions,the new generation of hotel staff psychological contract management practice recommendations are put forward.
作者
李海军
郭英之
LI Hai-jun;GUO Ying-zhi
出处
《生产力研究》
2020年第7期117-121,I0003,共6页
Productivity Research
基金
国家自然科学基金项目“基于旅游目的地的旅游客源忠诚度区域差异的实证研究”(71373054)。
