摘 要
随着全球经济一体化进程的加快，产业结构的进一步调整，服务行业承担着愈来愈重要的角色。饭店作为服务行业的代表，其企业行为、企业形象受到了越来越多的关注。这在客观上要求饭店不仅要努力推动经济效益的增长，更要主动履行企业社会责任。饭店企业的利益相关者从内部员工到外部客户、从供应商到股东等众多层面，其中最重要的也是最基本的当属饭店员工。
企业社会责任已有的研究一直停留在企业社会责任与经营绩效、与企业的品牌影响力和企业社会责任及其重要性等问题，主要是定性方面的研究。将企业对员工的社会责任同员工离职问题相关联的研究并不多见，将饭店对员工的社会责任同员工离职倾向之间的关系研究更是没有出现。
本文从员工离职倾向的视角出发，研究饭店企业对员工的社会责任同饭店员工离职倾向的关系。在现有研究的基础上，对员工社会责任、员工离职倾向、离职倾向的影响因素等相关文献进行综述，界定了关键概念以及构建了概念模型。同时，在理论分析的基础上，以西安某四星级饭店为调查对象，以饭店员工社会责任与员工离职倾向关系调查问卷为导向，通过深度访谈及调研，进行实证案例研究。研究发现：饭店对员工的社会责任对饭店员工的离职倾向有显着的负向影响，且以饭店对员工履行的自行裁量责任，对饭店员工离职倾向的影响程度最强。饭店对员工的社会责任与员工工作满意度有显着的正向影响，且以自行裁量的责任对员工工作满意度的影响程度最强。员工工作满意度中对工作回报的满意度与离职倾向有显着的负向影响，而员工工作满意度中对饭店整体的满意度与离职倾向的影响不明显。部分员工个体属性在员工满意度和离职倾向上存在显着差异。
本研究主要探讨饭店对员工的社会责任与员工离职倾向之间的关系，但在真实的饭店企业中，员工离职倾向的影响因素错综复杂，且不可控制。同时，本篇论文筹备时间及个人经费的限制，无法严格的对测试者抽样，因此，得出的结论有待进一步深入研究和拓展。另外，本文调研的酒店是位于西安的某四星级饭店，是否其他地区的同星级饭店甚至不同星级饭店的情况与之吻合，也有待更多的探索。
关键词：饭店 员工社会责任 社会责任 离职倾向
Abstract
With the speeding up of global economic integration, the further adjustment ofindustrial structure, service industry bear the more and more important role. Hotel as arepresentative of the service industry, the behavior of enterprises, corporate image hasbeen more and more attention. This hotel in objectively requires not only to promote thegrowth of economic benefits, more to take the initiative to fulfill corporate socialresponsibility. As hotel enterprise is the most important stakeholders, employees and hotelenterprises fulfill the social responsibility of the starting point.
The study do empirical research on relationship between CSR and employee turnoverintention from employee’s viewpoint. On the one hand, on the basis of existing researchand related theory, this study reviews the relevant literature and defines the concepts ofcorporate social responsibility, employee satisfaction and employee turnover intention. Onthe other hand, on the basis of literature study and theoretical analysis, this study take ahotel in xi 'an as investigation object, according to the relationships between hotel socialresponsibility and hotel employee turnover intention questionnaire, do the empirical casestudy.
Through this theoretical and empirical research,we can draw the followingconclusion:corporate social performance and employee satisfaction have significantpositive correlation;corporate social performance and employee turnover intention havesignificant negative correlation,CSP has significant effects on employee turnover intentionand employee satisfaction,CSP on legal responsibility，discretionary hotel responsibilityhave significant effects on hotel employee satisfaction with the whole corporate andemployee satisfaction with work return. Employee satisfaction with the whole corporatedoesn’t have intermediary role between employees’ social responsibility and employeeturnover intention,employee satisfaction with the work return have fully intermediary rolebetween employees’ social responsibility and employee turnover intention. Someemployees individual attributes exist significant differences in job satisfaction andturnover intention.
In real hotel environment, the influencing factors of employee turnover intention isnot only very numerous and very complex, this study can not control all the factors. Dueto the limited time and funds, subjects is very difficult to do rigorous sampling, andstatistical analysis technology is limited, the research conclusion cannot be extended to allhotel employees or star hotel;Therefore,Social responsibility and the hotel employeeturnover intention relations research is an area where needs to be more theoretical andempirical research.
Key words: hotel; social responsibility; Employees’ Social Responsibility; turnoverintention;
目 录
摘要
Abstract
1. 导论
1.1 研究背景
1.2 研究目的和研究意义
1.2.1 研究目的
1.2.2 研究意义
1.3 研究内容和研究方法及创新点
1.3.1 研究内容
1.3.2 研究方法
1.3.3 创新点
1.4 研究思路和论文结构
1.4.1 研究思路
1.4.2 论文结构
2. 理论研究
2.1 饭店对员工的社会责任研究综述
2.1.1 企业社会责任
2.1.2 饭店社会责任
2.1.3 企业对员工的具体责任
2.2 离职理论的研究综述
2.2.1 离职
2.2.2 离职倾向
2.2.3 离职模型
2.3 离职倾向影响因素的研究综述
2.3.1 工作满意度与离职倾向的关系研究
2.3.2 企业社会表现与工作满意度的关系研究
3 饭店对员工的社会责任与员工离职倾向关系影响机理分析
3.1.1 饭店对员工的社会责任与饭店员工满意度的关系
3.1.2 饭店员工满意度与饭店员工离职倾向的关系
3.2 饭店对员工的社会责任与饭店员工离职倾向关系模型
3.3 西安某四星级饭店案例探讨
3.3.1 案例介绍
3.3.2 案例分析
4. 管理策略
4.1 强化对员工法律责任的承担，构建和谐劳动关系
4.2 建立和完善有效的激励机制，实施企业人本管理
4.3 合理规划员工的职业生涯，实现员工和企业双赢
5. 结论与思考
5.1 研究结论
5.2 研究贡献
5.3 研究局限与研究展望
参考文献
致谢
