Impact Of Work-Interference-Family On Restaurant Staff’s Intentions Of Resignation

With the transformation of China from a big tourism country to a travel power, the hotel industry develops by leaps and bounds as the reception of foreign guests. As the labor market can accommodate the labor force, the rapid expansion of the hotel industry enterprises is undoubtedly a profit; but for the hotel industry enterprises, market competition is far more intense, which means not only they compete in guests, but also means the competition for corporate human resources,29.1percent of its hotel industry employee turnover rate is sufficient to explain the current challenges facing the hotel industry. Reduce staff turnover, and build a stable and efficient workforce to become a problem in front of the hotel industry managers.Among the many factors influencing employee turnover, the study explores the work-family conflict and the hotel staff turnover intention, focuses on organizational commitment and employee engagement as mediating variables, and comprehensively surveys of the interaction mechanism between the few. Firstly, through the review of the literature review and on the basis of preliminary interviews with five hotels, this essay proposes the assumptions and theoretical models. Moreover, through the dissemination of the questionnaire, and data collected by the use of SPSS16.0related to statistical analysis,the study verified the hypothesis of this paper and reached the following main conclusions:(1) The overall hotel industry employees work-family conflict perception is not high; in the three-dimensional degree of work-family conflict, the hotel staff’s perception of the conflict dimension of the work-family time is higher than the other two dimensions; but the hotel industry employees overall organizational commitment level and professional level is not high, which results in a higher turnover intention;(2) Different demographic characteristics of employees differ n work-family conflict, organization commitment, engagement and leaving intention of the performance of a significant nature. Employees on the characteristics of age, gender, education, marital status, job class different is its significant difference, which contribute to the main reason;(3) Employees work family conflict and turnover intention was significant positive correlation; employees’ organizational commitment and engagement turnover intention showed a significant negative correlation respectively, which are consistent with relevant literature review conclusions. These variables are playing a role in the prediction of turnover intention. Finally, on the basis of summing up the conclusions,the study gives hotel managers some practical suggestions on how to strike a balance between employee work family conflict, how to cultivate the loyalty of the staff of the hotel,and how to reduce employee turnover rate, such as:provision of flexible working time; the implementation of the organization of family-friendly policies; to create an " atmosphere of the organization to help, help, teach; work is rich in content; creating a positive organizational culture to improve organizational identity and pride of the hotel staff.