A Study on the Impact of Psychological Contract on Turnover Intention: A Case Study of Employees in High Star Hotels

Abstract

Based on the background that the problem of high turnover rate of hotel employees can not be effectively solved, this study combs the relevant theoretical literature on psychological contract, turnover intention and their relationship, and conducts a questionnaire survey on 334 employees from high-star hotels from December 2018 to January 2019. Through correlation analysis and linear regression analysis, the results show that psychological contract has a moderate correlation with hotel employees' turnover intention, and psychological contract has a significant negative impact on Hotel employees' turnover intention. Therefore, this study puts forward relevant suggestions from the perspective of psychological contract, in order to help hotels reduce employee turnover intention, so as to effectively reduce the hotel employee turnover rate. 心理契约对离职倾向的影响研究-以高星级酒店员工为例 赵家伟 a 肇庆学院旅游与历史文化学院酒店管理系,肇庆,广东,中国 1991150933@qq.com 关键词: 人际型心理契约; 关系型心理契约; 规范型心理契约; 离职倾向 中文摘要. 本研究立足于当前酒店员工高离职率问题得不到有效解决的背景下,通过对关于 心理契约、离职倾向及两者关系的相关理论文献进行梳理,在2018年12月至2019年1月以问卷 调查的方式对来自高星级酒店的共334名工作员工进行调查,通过相关分析和线性回归分析, 探讨心理契约与酒店员工离职倾向的关系及其机制。研究结果表明,心理契约与酒店员工的 离职倾向呈中度相关关系,心理契约对酒店员工的离职倾向具有显著的负向影响。于此,本 研究从心理契约视角提出相关建议,以期能够帮助酒店降低员工离职倾向,从而达到有效降 低酒店员工离职率的效果。 1. 引言 由于经济水准的不断提升,旅游消费已经成为主要的休闲方式,根据研究指出中国第三 产业产值超过国民生产总值比重的50%,旅游收入占总值的6.3%,旅遊業對生產总值综合贡 献超过11% [1];其中,酒店行业在旅游业有著重要地位,然而,却有居高不下的离职率,根 据相关研究指出,酒店业离职率高达34.2%,为整体旅游产业中之最高[2],酒店员工的流失不 但带来庞大的招聘、培训等有形成本之外,对于酒店的服务质量提供不稳定造成顾客流失等 因素,更是直接或间接影响到酒店绩效与长期发展,如何引人才与留住人才是酒店业目前亟 4th International Conference on Modern Management, Education Technology and Social Science (MMETSS 2019) Copyright © 2019, the Authors. Published by Atlantis Press. This is an open access article under the CC BY-NC license (http://creativecommons.org/licenses/by-nc/4.0/). Advances in Social Science, Education and Humanities Research, volume 351