Study On Hotel Employees' Turnover Intention Based On Psychological Contract

In the era of knowledge economy, the future of hotels is determined by the talent competition. But it has become a confusion that how to keep talent and reduce employee turnover rate for human resource management of hotels. As a labor-intensive service industry, the staff turnover rate of hotels remains high. Based on a large number of relevant literatures, it is found that the organization obligation of psychological contract, job satisfaction and organizational commitment these three variables will affect staff turnover intention, and there are complex interrelationships among them. Therefore, the purpose of this paper is to build a model of organization obligation, job satisfaction, organizational commitment and turnover intention, analyze the interaction among variables of the model, and the internal relationship between organization obligation and employee obligation of psychological contract will also be discussed.The paper uses methods of literature review, questionnaire survey and statistical analysis, based on previous theoretical study and a survey of 318 hotel employees and the data analysis of SPSS17.0, the paper has the following conclusions: First, the organization obligation has direct positive effect on employee obligation, it's a parallel and crossed relationship between them; Second, the organization obligation has direct positive effect on job satisfaction, the interpersonal organization obligation has the greatest effect; Third, the organization obligation has direct positive effect on organizational commitment, the job satisfaction makes partial mediate effect between organization obligation and organizational commitment; Fourth, the organization obligation has indirect negative effect on turnover intention, the organizational commitment makes full mediate effect between organization obligation and turnover intention; Fifth, the job satisfaction has indirect negative effect on turnover intention, the organizational commitment makes full mediate effect between job satisfaction and turnover intention; Sixth, hotel employees of high two-way investment psychological contract have higher job satisfaction, organizational commitment and lower turnover intention; Seventh, some demographic variables have significant difference effect on organization obligation, employee obligation, job satisfaction, organizational commitment and turnover intention.Based on the conclusions, the paper has the following suggestions: First, deliver the true information in the recruitment, guide the employees to build a harmonious psychological contract; Second, strengthen communication with staff, make a dynamic management of psychological contract; Third, establish a people-oriented management philosophy, employees should be the first one. Fourth, fully mobilize the enthusiasm of employees, increase the job satisfaction of work itself; Fifth, improve the remuneration and working conditions; Sixth, pay close attention to organizational commitment, prevent the staff make turnover intention.