員工自主管理在中國酒店中運用的研究 : 以世界金鑰匙酒店聯盟為例

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員工自主管理在中國酒店中運用的研究 : 以世界金鑰匙酒店聯盟為例

 

Author: 許魯海
Xu, Luhai
Title: 員工自主管理在中國酒店中運用的研究 : 以世界金鑰匙酒店聯盟為例
Yuan gong zi zhu guan li zai Zhongguo jiu dian zhong yun yong de yan jiu: yi Shi jie jin yue shi jiu dian lian meng wei li
Degree: M.Sc.
Year: 2004
Subject: Hong Kong Polytechnic University -- Dissertations
Shi jie jin yue shi jiu dian
Hotels -- China -- Personnel management -- Case studies
Department: School of Hotel and Tourism Management
Pages: xi, 79 leaves : ill. ; 30 cm
Language: Chinese
InnoPac Record: http://library.polyu.edu.hk/record=b1781008
URI: http://theses.lib.polyu.edu.hk/handle/200/2125
Abstract: According to data from the National Tourism Bureau, in 1991 the total number of star hotels in China was 853, in 2002 it was 8,800, and in 2003, more than 9,000. This is the fastest growth not only in Asia, but also in the world. When we set our eyes on national hotel development, we also need to know that rapid development will lead to a pitfall in human resources management and only a slow improvement in service quality for customers. It is a fact that a slow improvement in human resource in China hotels; the level of staff satisfaction is also very low which leads to high staff turnover. The human resources in China are not managed well nor are they developed in a way which matches the requirements of the industry. The hotel industry is a service industry. The core of service is employees, and employee motivation is a reflection of hotel management quality. How do we improve employee motivation? Mr. George R. Oldham (1980) asserts in his dissertation <<work redesign>> states that there are 5 elements in staff motivation: skill variety, task identity, task significance, autonomy, and job feedback. Autonomy is one of the most important elements. This study focused on autonomy management, and is a case study of the Golden Key Hotel of the World in Yee Chon of China. The study used self-administered questionnaires and interview to find out the relationship between autonomy and employee motivation. Suggestions were provided for changes in the management of hotels and hotel systems. Finally, this study also suggested methods for motivating hotel employees. The dissertation is divided into six parts: Part I. Study proposal and research environment Part II. Related definition and expert concepts Part III. Research frame and methodology design Part IV. Finding and discussion: The study found that there is a highly positive relationship between employee autonomy and motivation. Results also show that employee autonomy was expected by hotel employees. Through the interview, roles of human resources in the hotel industry were revealed in China. The future trend of human resources was also identified. Part V. Suggestions and implications: Based on the survey and interview, suggestions for improving autonomy management was provided for industry people. Part VI. Conclusion and limitations

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