CAJ | 학술논문

本文使用描述统计、均值比较法揭示我国旅游从业者薪酬满意度的区域差异，用K-W非参数检验法进行检验，并用多元线性回归分析法分析薪酬满意度区域差异形成的原因；最后通过Person相关性分析法分析旅游从业者薪酬满意度的区域差异对区域旅游业发展的影响。研究结果表明：（1）中部地带旅游从业者的薪酬满意度最高、东部次之、西部最低；西部地带薪酬满意度的差异最大、东部次之、中部最小；东部江苏、上海，中部安徽，西部重庆、四川等省的薪酬满意度高且省内差异较小；（2）微观影响因素中的月薪、职称、学历和工龄，中观影响因素中的人际关系、晋升、自我实现、经营理念和培训管理，宏观影响因素中可促进当地旅游业发展的社会大环境、政府行为、旅游政策等因素是形成我国旅游从业薪酬满意度区域差异的主要原因；（3）旅游从业者薪酬满意度的区域差异显著影响该区域旅游业发展中的旅游发展前景、工作满意、职业前景和留职意向等。
본문사용묘술통계、균치비교법게시아국여유종업자신수만의도적구역차이，용K-W비삼수검험법진행검험，병용다원선성회귀분석법분석신수만의도구역차이형성적원인；최후통과Person상관성분석법분석여유종업자신수만의도적구역차이대구역여유업발전적영향。연구결과표명：（1）중부지대여유종업자적신수만의도최고、동부차지、서부최저；서부지대신수만의도적차이최대、동부차지、중부최소；동부강소、상해，중부안휘，서부중경、사천등성적신수만의도고차성내차이교소；（2）미관영향인소중적월신、직칭、학력화공령，중관영향인소중적인제관계、진승、자아실현、경영이념화배훈관리，굉관영향인소중가촉진당지여유업발전적사회대배경、정부행위、여유정책등인소시형성아국여유종업신수만의도구역차이적주요원인；（3）여유종업자신수만의도적구역차이현저영향해구역여유업발전중적여유발전전경、공작만의、직업전경화류직의향등。
Tourism directly and indirectly promotes the development of the relevant departments of the national economy, such as promoting the development of business, food service industry, hotel industry, civil aviation, rail- ways, highways, post and telecommunications, daily light industry, arts and crafts, garden and so on. Different from other industries, tourism industry which is composed of a variety of industries with diversity and decentralized is not a single industry, but an industry group. With the increase of importance of tourism in national economy, human resource has become the core resource and key factor to success of Tourism Company. Salary satisfaction is the one of the important job content of human resource management of Tourism Company, and it is the staff subjective psychological feeling which caused by payment evaluation. Salary satisfaction has positive influence on work satis- faction, employee＇ s emotional commitment, turnover intention and so on, and plays an important role in improving employee＇ s work efficiency, reducing employee＇ s turnover rate and building core team. The comparison of salary satisfaction combines the level of wages, increase of payment, welfare, salary structure and management. The effect factor of salary satisfaction contains the influence factor of enterprises, employees and the local consumption level. Many researchers at home and aboard have studied the related content of salary satisfaction. Although the study aspect and content are constantly enrich and perfected, some drawbacks are still exit. 1 ） large amounts of research object are aimed at the salary satisfaction of all companies in china or some areas, some companies, no research is focused on salary satisfaction of special field. 2） From the point of view of research scope, the studies of salary satisfaction from space scope is very few until now. 3 ） From the view of study content, until now researchers are lack of the study of forming reason about regional difference of salary satisfaction and corresponding results. This paper reveals the regional difference of salary satisfaction degree of tourism practitioners with the method of descriptive statistics and mean comparison, then analyzes the correlation between salary satisfaction, job satisfaction, vocational perspective and retention by using the method of person correlation analysis, and finally analyzes the factors which affect the regional differences of the salary satisfaction degree with the method of Multiple variable linear regressions. The result indicates that ：（ 1 ） The salary satisfaction degree of tourism＇ s practitioners in central region is highest, next is east region, and last is west region. The regional difference of salary satisfaction degree in west region is biggest, east region takes second place, and central region is the last. The difference between provinces of salary satisfaction degree is larger than that between three regions. Provinces with high salary satisfaction degree and small regional difference are Chongqing, Jiangsu, Sichuan and so on. （2） The factors influencing the regional difference of salary satisfaction degree mainly include three aspects such as the micro aspects of monthly income, seniorities, professional title and education background, the medium aspects of interpersonal relationships, promotion, self-realization, operation idea and training management, and the macro aspects of social environment, government behavior and tourism policy which can promote the development of tourism. （3） The regional difference of salary satisfaction degree affects regional tourism development. The province＇ s job, vocational perspective and retention satisfaction degree are larger than other provinces＇ , if this province has a larger salary satisfaction degree.