酒店员工性别、薪酬差异对离职行为影响研究  

Effect of Gender and Compensation on Employee Turnover in the Chinese Hotel Industry

作　　者：杨云[1,2] 

机构地区：[1]中山大学旅游学院,广东广州510275 [2]中山大学旅游发展与规划研究中心,广东广州510275

出　　处：《旅游学刊》2014年第4期38-47,共10页Tourism Tribune

基　　金：国家社会科学基金项目(13BGL091);国家旅游局项目(12TAAG018)共同资助~~

摘　　要：员工高离职率是困扰国内外酒店业经营管理者的重要问题。该研究通过对5家五星级酒店的1233名员工的问卷调查,建立Logit模型来探讨不同岗位员工的性别差异、薪酬差异对其离职行为的影响。研究表明,酒店业以女性就业为主,男性离职率高于女性。员工的离职行为主要受薪酬、岗位级别、婚姻状况和性别的影响;男性员工的岗位级别差异对其离职行为影响不显著,而女性员工的岗位级别差异对其离职行为有显著的正向影响。因此,酒店管理者应采取优先招聘已婚员工、改革薪酬管理模式、完善晋升机制等措施降低员工离职率。High employee turnover in the hotel industry is a major concern for industry practitioners. Existing studies attribute turnover behavior to employees＇ personal factors, hotels＇ managerial factors, and social environmental factors, but how these factors interact and influence turnover behavior remains unclear. Since the effect of social environmental factors on employee turnover remains constant across large areas, the employee turnover model examined in this paper considers only work factors and employee characteristics. In the examined model, the work factors include compensation and job seniority level, while department type and tenure serve as control variables. Meanwhile, the employee characteristics include age, marital status, and gender, while educational level and place of birth serve as control variables. This paper investigates the effects of gender and compensation on employee turnover behavior in the hotel industry in China's Mainland. A survey based on a structured questionnaire was conducted to gather employment information from a sample of employees （N=1233） working in five five - star hotels in Guangdong Province. The data was then analyzed using the Logit model, which is ideal for analyzing personal decision behavior that results from the concerted action of numerous factors. The first finding of this study is that the hotel industry employed many more women than men owing to its service - oriented nature, and that male employees had a higher turnover rate than female employees （Kendall＇ s tau - b coefficient=0.124, Sig. 〈0.001 ）. During the investigation period, which was less than 6 months, the turnover rates of male and female employees were 52.6% and 40.2% respectively. The second finding is that hotel employees in the lowest tier positions in terms of seniority, such as food and beverage preparation and service, housekeeping and front office, have the highest turnover rate. These positions are characterized by heavy workload, accompanied by frequent overtime, variable shifts,

关 键 词：性别差异 薪酬 离职行为 星级酒店 

分 类 号：F719[经济管理—产业经济] F272.92[社会学] C913.68