影響國際觀光旅館員工組織承諾因素之研究

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题名:	影響國際觀光旅館員工組織承諾因素之研究 The Study of the Factors Affecting Employees’ Organizational Commitment in International Tourist Hotels
作者:	張芳瑜
贡献者:	觀光事業學系
关键词:	國際觀光旅館組織承諾離職員工回任員工人力資源管理旅館產業
日期:	2020
上传时间:	2020-08-19 15:06:51 (UTC+8)
摘要:	國際觀光旅館屬於勞力密集的產業，員工是公司非常重要的資產，然而餐旅業的員工離職率普遍過高也一直是其面臨的最大壓力之一。「組織承諾」不僅能有效地預測員工的出缺勤、工作績效及離職行為，亦可作為組織管理效能的指標。在現今人力流動率過高及空缺人數逐年上升的餐旅業中，究竟是什麼因素造成員工對組織之承諾不高進而離開組織；什麼因素會影響員工願意回任至組織中？本研究目的在探討現今影響國際觀光旅館員工組織承諾的因素為何。本研究透過共6位國際觀光旅館之離職及回任員工以質性分析深度訪談進行研究，訪談後將內容謄寫出逐字稿並用分析歸納法統整出影響國際觀光旅館員工組織承諾的因素。本研究綜結出「組織規模」、「同事」、「工作自主性」、「榮譽感」、「工作價值觀」、「建言行為」、「工作時數」以及「組織學習」為有別於其他研究、會影響員工的組織承諾之因素。本研究也提出了「影響國際觀光旅館員工組織承諾前因後果模式」以及「影響國際觀光旅館員工回任之因素」。本研究之結果彌補影響員工組織承諾因素的學術缺口，在實務上亦給予業者相關的改善建議，以提升台灣國際觀光旅館產業之人力資源管理及經營績效。 International tourist hotels belong to the labor intensive industry, and employees are very important assets of the company, however, the high turnover rate of employees in the hospitality industry has always been one of the biggest pressures that it faces. “Organizational Commitment” can not only predict employees’ attendance, job perfor-mance and turnover behavior effectively, but also serve as an indicator of organizational management effectiveness. In the hospitality industry nowdays, the labor turnover rate is too high and the number of vacancy increases year after year. What kind of factors will cause employees to leave the organization with low organizational commitment and affect employees’ willingness to return to the organization? The purpose of this study is to explore the factors that affect employees’ organizational commitment in international tourist hotels nowadays.This study conducted a qualitative research of in-depth inter-views with a total of 6 resigning and returning employees of international tourist hotels. After the interviews, the contents were transcribed into transcription of interviews and used analytic induction to induce the factors that affect employees’ organizational commitment in international tourist hotels. This study indicate that “organization size”, “colleagues”, “job autonomy”, “sense of honor”, “work value”, “voice behavior”, “working hours” and “organizational learn-ing” are the factors that different from other researches and will affect employees’ or-ganizational commitment. This study also raises a “model concering the antecedents and outcomes of employees’ organizational commitment in international tourist hotels” and “the factors affecting returning employees in international tourist hotels”. The re-sults of this study make up for the academic gap of the factors affecting employees’ or-ganiza-tional commitment. In practice, it also gives operators some related suggestions for im-provement to enhance the human resources management and operating perfor-mance of Taiwan’s international tourist hotel industry.
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