A Study Of Hotel Employee Turnover Intention Based On The Theory Of Planned Behavior

As an organization of economy and people, the growth of the hotel and the physical and psychological states of the human resources will always be changing. With the fierce competition of China's hotel industry, it is very important for hotel to retain excellent employee. How to keep the hotel human resources work with efficiency and do not decline as the environment alters, which is the aim of human resources management. However, a series of reasons, such as low recruit standard, low employee age, etc, cause the high turnover rate in hotel industry. Currently, high rate of employee turnover in hotel industry not only affects hotel management, but also brings negative influence to the development of hospitality. Therefore, it is so important to carry out research on the influencing factors of employee turnover in hospitality that we can find out measures to retain hotel employees.Based on the perspective the theory of planned behavior, this paper demonstrates psychological factors and their relevance of impacting on hotel employee turnover intention, including attitude toward the turuover, subjective norm, perceived behavioral control and personality traits. First, the author overviews relevant theoretical study, based on that, the basic model of the influencing factors of employee turnover intention is structured, and research hypothesis is raised. And then, the author conducts sample surveys to collect data and makes the appropriate statistical analysis using SPSS15.0, this paper verifies conceptual model and related hypothesis through variance analysis, correlation analysis and multiple regression analysis. It comes the difference of the relevant factors toward the impact of employee turnover intention in the high-star hotel in Changsha; Finally, based on the previous analysis results, this paper presents some relevant countermeasures in order to reduce hotel employee turnover.Through empirical analysis, this paper draws main conclusions: employee'attitude, perceived behavioral control toward turnover and personality traits would have a certain impact to hotel employee turnover intention; the personality traits will indirectly affect employee's turnover intention passing through their attitude and perceived behavioral control toward turnover, thus affecting their turnover decision-making. In order to reduce the hotel employee turnover rate, results suggest that hotel managers should be actively concerned about the attitude of employee departure and the ability of self-confidence; explore employee of different personality traits appropriate management style, implement differential management; use human Vogt quality tables as new employee selection tools to predict into the future work of employees, work performance, attitude towards things, etc. Hotel managers choose qualified candidates and reduce the operating costs of the hotel and enhance competitiveness.