饭店业工作要求对员工工作态度的影响研究——JD-R模型在中国饭店业情境下的验证  

作　　者：郭淑梅[1] 刘兵[2] 

机构地区：[1]湖州师范学院社会发展与管理学院 [2]河北工业大学管理学院

出　　处：《企业经济》2012年第7期57-63,共7页Enterprise Economy

摘　　要：如何缓解饭店业员工工作压力、提高员工工作满意度和降低其离职意向,已成为业界与学界共同关注的焦点。本文运用6家饭店271份调查问卷结果,采用PASW18.0多元调节回归分析对工作要求-资源模型(JD-R)进行了验证,结果表明:工作要求和工作资源都分别对工作态度具有主效应;工作控制没有在工作要求即员工工作态度间起调节作用;一般自我效能仅在超负荷工作量-工作满意度、人际冲突-离职意向间起调节作用。此研究结论对饭店业人力资源管理实践具有一定启示意义。How to alleviate the hotel employee＇s work stress, enhance their job satisfaction and reduce their intent to leave has become the focal point of both practitioners and researchers. Data were collected from employees （n = 271 ） in six hotels via self - ad- ministered questionnaire and processed utilizing moderated multiple regression analysis of PASW 18.0 to test Job Demands - Resources （JD - R） Model in the context of Chinese hospitality industry. The results showed that job demands （JD） and job resources had main effects on hotel employee＇ s work attitude respectively; the moderating effects of job control were not found between job demands and employee＇ s work attitude; the general self- efficacy had mode：rating roles only between work overload - job satisfaction and interpersonal conflict - intent to leave. Research implications tbr human resource practices in hotel industry are discussed.

关 键 词：工作要求 工作资源 工作满意度 离职意向 饭店业员工 

分 类 号：F719.3[经济管理—产业经济]