CAJ | 학술논문

随着饭店行业竞争的不断加剧，员工忠诚和人才保留受到了管理实践者的极大重视。本文以福州市高星级酒店员工为研究对象，采用实证的方法检验了饭店企业员工组织承诺与离职倾向的关乐。研究发现：饭店员工忠诚度不高，且“被迫忠诚”特征尤为明显；在组织承诺构面中，仅有经济承诺对员工离职倾向产生影响，但影响力度较弱；理想承诺和经济承诺与离职倾向存在显著负相关，规范承诺、感情承诺和机会承诺与离职倾向相关性不明显；饭店企业留不住人现象在本研究中亦有体现。基于此，笔者提出相关建议以供饭店管理者参考。
수착반점행업경쟁적불단가극，원공충성화인재보류수도료관리실천자적겁대중시。본문이복주시고성급주점원공위연구대상，채용실증적방법검험료반점기업원공조직승낙여리직경향적관악。연구발현：반점원공충성도불고，차“피박충성”특정우위명현；재조직승낙구면중，부유경제승낙대원공리직경향산생영향，단영향력도교약；이상승낙화경제승낙여리직경향존재현저부상관，규범승낙、감정승낙화궤회승낙여리직경향상관성불명현；반점기업류불주인현상재본연구중역유체현。기우차，필자제출상관건의이공반점관리자삼고。
With the increasingly fierce competition of the hotel industry, managerial practitioners arc paying more attention to employee loyally and talent retention. This paper analyzes the relationship between organizational commitment and turnover intention by an empirical method. The findings arc： Firstly, the degree of employee loyalty is not high, and most employees are forced to be loyal. Secondly, among the five dimensions of organizational commitment, only economy commitment has slight impact on staff turnover intention. Thirdly, ideal commitment and economic commitment have evident negative correlations with turnover intention, and the other three types of organizational commitment show no correlation with turnover intention. Finally, brain drain constantly occurs in the Hotel hadustry. Based on the conclusions, the authors give some suggestions to hotel managonent.