酒店管理人员自我效能感研究旅游管理专业论文.docxVIP

Abstract In the market economy, competition between the hotels will ultimately boil down to the competition of talents. But the actual situation, the high personnel turnover rate, especially excellent management talents’ frequently turnover rate has become a bottleneck in the development constraints. Therefore, how to give full play to the talent management talent, improve their satisfaction with the work undertaken to reduce their turnover rate has become an urgent need to address the problems in the hotel. Based on the studies at home and abroad, this research is trying to put self-efficacy theory to the hotel industry. Through empirical research, this research analyzes the variation about how the hotel management staff’s personal property and hotel management staff working property factors influence their feelings of self-efficacy, and discusses the self-efficacy sense, job satisfaction and turnover intention relationship between the three, finally providing some new perspectives and approaches in order to reduce the turnover rate of hotel managers. In this study got a total of 190 valid questionnaires by investigating to hotel management personnel survey, according to SPSS statistical software to make reliability analysis, exploratory factor analysis, descriptive statistics, t test, correlation and regression analysis, in order to validate the underlying assumptions and research model. Through empirical research and theoretical discussion, draw the following conclusions: First, the hotel grade differences and the management staff’s gender, education, work experience and job differences have a significant effect on the hotel management self-efficacy; different departments of the self-efficacy had no significant effect. Second, the hotel management self-efficacy and job satisfaction were positively related; self-efficacy and job satisfaction are negatively correlated with turnover intention. Third, the hotel management self-efficacy had no significant turnover of