酒店中层管理者职业阻隔与离职倾向:自我效能感、性别的调节作用

Career Barrier and Turnover Intention among Hotel Mid-level Managers: The Moderating Effects of Gender and Self-efficacy

本文针对目前旅游企业普遍存在的中层危机,建构了职业阻隔与离职倾向之间的关系模型,分析了职业阻隔对离职倾向的作用机理,识别并验证了职业阻隔与离职倾向关系中的两个重要调节变量,即性别与自我效能感。通过对31家三星级以上酒店的260名部门经理的调查和数据分析表明,职业阻隔对离职倾向有良好的预测作用,职业阻隔各维度均对离职倾向存在显著影响;交互效应分析结果还显示,性别、自我效能感在职业阻隔对离职倾向的预测作用中起到了一定的调节作用,酒店管理者自我效能感越高,职业阻隔对离职倾向的预测作用越显著,即面临同样的职业阻隔时,自我效能感高的酒店中层管理者,其离职倾向也较明显;而且从性别角度看,男性中层管理者职业阻隔对离职倾向的预测作用较显著,即面临同样的职业阻隔时,男性酒店中层管理者比女性更容易产生离职倾向。

Middle management crisis is a popular problem among all tourism enterprises. This paper constructed a relationship model between carrier barrier and turnover intention, analyzed their interaction mechanism,identified and testified two important moderating variables： gender and selfefficacy. A survey was conducted among 280 department managers from 35 3-star or 4 or 5-star hotels.Regression analysis of the data shows the following findings： 1. Carrier barrier would predict the turnover intention. All the dimensions of carrier barrier exert significant effect on turnover intention. 2.The higher self-efficacy of hotel managers,the more significant prediction role carrier barrier plays on turnover intention. 3. Compared to that of female middle managers,the carrier barrier of male middle managers plays a more obvious prediction role on their turnover intention. Results of the study suggest that hotel should stimulate middle managers ＇ self-efficacy through work-redesign,development of multiple carrier paths,and more attention to female employee management.