Substantial Evidence Research On The Employee Satisfaction Degree In Nanjing Hotel

Employee is not only enterprise assets but also a" thought" assets, The staff not only create the wealth of the enterprise and creating enterprise's future and destiny! The competition in twenty-first Century is the competition of talents. It is the key to survival and development of enterprises that How to tap the talents, use the talents, retain the talents. Currently, China's hotel industry become a high-speed development of the industry, The talents has become the bottleneck of the development of the industry, Thus, the satisfaction degree of staff about various aspects of the enterprises become the most concern of hotel managers.The research takes Nanjing Hotel employee satisfaction as the focus. Through the research on the job satisfaction theory, According to the interview and the existing research results, Design a suitable satisfaction questionnaire for Nanjing Hotel employee. About 260 staff in different sections took part in this survey. Through comprehensive survey and data processing, Analysis factors and problems of influencing staffs job satisfaction, Discussion on the countermeasures and the way about how to improve the job satisfaction of employees. Through an comprehensive investigation and data analysis. We obtained the factor of influencing Nanjing Hotel staffs job satisfaction: environment and population, leadership and management, salary and benefits, incentive and evaluation, job training and other five factors. The employees in different departments have significant differences in job satisfaction. Different marriage status of employee job satisfaction has no significant difference. While male and female employees' job satisfaction has no obvious difference. Different age, degree of employee job satisfaction has no significant difference. Different position of employee job satisfaction has no significant difference.According to the above conclusion, Combined with Nanjing Hotel and other hotel experience, we propose the countermeasures and suggestions:such as constructing the scientific salary system, establishing incentive mechanism, strengthen the occupation career management, constructing the enterprise culture, establishment of staff evaluation mechanism and so on.