心理契约视角下酒店员工流失的原因及对策分析——以昆明锦江大酒店为例

The causes of the hotel staff drains and the countermeasure analysis from the perspective of the psychological contract ——A case study of Kunming Jinjiang Hotel

控制和降低员工流失率是实现酒店战略目标的有效手段,心理契约能够使员工在动态管理过程中获得个人的发展,最大限度的激励员工的工作潜能和热情,实现酒店与员工双赢的局面。昆明锦江大酒店由于员工心理契约的物质激励、环境支持、发展机会、工作制度四个方面的违背,导致了员工流失。针对这些原因,酒店需要从薪酬制度改善、人际关系调整、员工合理职业生涯规划三个方面来构建酒店与员工之间良好的心理契约;同时,从招聘期、分层管理期、离职高发期来防止心理契约违背的产生。通过建立酒店与员工良好的心理契约关系减少员工的流失率。

Controlling and decreasing the loss rate of staff is an effective measure to realize the hotel strategic target, the psychological contract can enable the staff to achieve their individual development in the dynamic management process, to stimulate the staff＇s work potential and the enthusiasm to maximum, and to realize win - win situation of the hotel and staff＇s. Due to the four aspects of violations, namely material stimulation of the psychological contract, environmental support, the develop- ment opportunity, and the work system, which result in the staff drains in Kunming Jinjiang Hotel. Aiming at these causes above, the hotel should construct a better psychological contract between the hotel and staff from three aspects, that is, the improvement of salary system, the adjustment of interpersonal relationship ; at the same time, it should prevent the appearance of the psychological contract violation from the employment periods, the lamination management periods, and demission high periods. It can decrease the loss rate of staff by establishing a better psychological contract between the hotel and staff.