CAJ | 학술논문

酒店业较高的员工流动率给酒店的进一步发展带来了很大的阻碍，同时也引起了不少酒店管理者和学者对该问题的研究。心理契约包含“交易契约”和“关系契约”两个维度，其中每个维度都包含“组织责任”和“员工责任”两个方面。为此，酒店可以从“交易契约”和“关系契约”二维度中“组织责任”的角度出发，通过设计有竞争力的工资报酬、提供良好的福利待遇、为员工创造良好的发展空间、提供长期工作保障及通过有效的激励来缓解员工高流动率的问题。
주점업교고적원공류동솔급주점적진일보발전대래료흔대적조애，동시야인기료불소주점관리자화학자대해문제적연구。심리계약포함“교역계약”화“관계계약”량개유도，기중매개유도도포함“조직책임”화“원공책임”량개방면。위차，주점가이종“교역계약”화“관계계약”이유도중“조직책임”적각도출발，통과설계유경쟁력적공자보수、제공량호적복리대우、위원공창조량호적발전공간、제공장기공작보장급통과유효적격려래완해원공고류동솔적문제。
The high staff turnover in the hotel has brought a lot of obstacles to the hotel further development,and it also caused a lot of hotel managers and scholars to research on the issue. Psychological contract contains two dimensions of deal contract and re-lation contract,and each dimension also contains two aspects of organization responsibility and staff responsibility. So,from the an-gle of organization responsibility,through designing competitive salary,supplying good farewell,creating potential developing space, supplying long-term work security,through effective motivation,we can reduce the problem of high staff turnover rate.