Study On The Job Insecurity Of Hotel Staff

With the rapid development of economic and adjustment of industry structure,the advantages of hotel industry gradually disappear. Due to its characteristics ofservice industry (such as long working hours and heavy labor intensity and so on), theattraction to staff is waning. Therefore, how to enhance the attractiveness of hotelstaff and reduce the job insecurity becomes one of the important subjects of the hotelindustry. Classic hierarchy of needs theory and two-factor theory consider jobsecurity as an important aspect of security requirements. When the occupation isn’t tobe protected like before and promising, it will affect the personal perception onsurvival safety and developing space, and produce job insecurity. Domesticresearches on hotels job insecurity are just beginning and lack of systematictheoretical study. The research of hotel staff job insecurity is even rarer.Based on this background, this paper selected the hotel industry employees asresearch object and studied its job insecurity. It cleared research results of jobinsecurity on the domestic and foreign scholars and mastered study status anddynamic of relative contents on job insecurity, and proposed mechanism researchhypothesis on job insecurity by methods of induction and deduction. Then, itanalyzed various influencing factors on hotel staff job insecurity, calculated therelative weight and the absolute weight of each indicator, and finally got theinfluencing factors map of hotel job insecurity, and then constructed evaluation modelof hotel staff job insecurity, and endowed different scores range and alert values onfour states. Finally, it had an empirical test and revising with taking star rate hotels inQuanzhou, Xiamen, Fuzhou for example. The paper achieved main results as follows.1. It proposed the theory assumption on mechanism of job insecurity and themechanism are of complex, unpredictable, dynamic change, and even recurringfunctional process, which are consisted of three phrases that are, generating,responding, and influencing.2.According to the features of hotel industry in the context of Chinese culture, itconcluded the influencing factors of hotel staff job insecurity into five aspects of13 elements, that are, individual factors (including individual characteristics andpersonality traits), enterprise factors (including corporate culture, management level,work environment, and organizational reform), industry background (industryclassification), job factors (including work task, developing space, salaries andbenefits, and employment relationship), social background (including policy andeconomic background and social values). Based on the construction of influencingfactors mapping for hotel staff job insecurity, the location on the horizontal axis andvertical axis in the map for every factor reflected the strength degree of influencingrole.3. The evaluation model of hotel staff job insecurity was achieved by revisingthe Ashford, Lee and Bobko (1989) measurement scale and factor analysis.4.The paper distinguished four alert ranges into insecurity gestation period (A),mild insecurity period (B), moderate insecurity period (C), high degree of insecurity(D), and endowed different scores range and alert values on four states.5. The study found that male employees were higher than female employees onjob insecurity and the staff in the36-45ages had the highest level job insecurity.Birthplace were no significant difference on job insecurity, but staffs from themountains and neighboring province on mean value of job insecurity were lower thanthe other areas. Staffs married with children on job insecurity were higher than theunmarried and married with non-children. Job insecurity showed increasing trendwith the degree of education.6. From the standpoint of the histological characteristics, the staff of jobinsecurity showed the trend of the "W" shaped with the extension of the contract term.Human Resources, Marketing and other departments which had higher requirementon staff quality were higher of job insecurity than the front-line employees in theproduction sector. Hotel middle managers such as Foreman and director had thehighest job insecurity, while the lowest were the attendant. Staffs more than20yearsin service length were significantly higher than the other length of service in jobinsecurity.7. The study found work task, organizational reform and individualcharacteristics had significant positive correlation with job insecurity by the correlation analysis of13variables and job insecurity. Management level, developingspace, personality traits, work environment, salaries and benefits had significantnegative correlation with job insecurity. Policy and economic background, corporateculture, industry classification, employment relationship didn’t exist correlation withjob insecurity.8. The paper applied multiple regression analysis among job insecurity andsignificant correlation variables, and got the multiple regression equation of hotelstaff job insecurity.