基于心理契约中组织责任的酒店员工流动管理

Hotel Staff Turnover Management Based on Psychological Contact Organizational Responsibility

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。

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 relation contract, and each dimension also contains two aspects of organization responsibility and staff responsibility. So, from the angle 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.