Research On The Payment Satisfaction Of Middle Catering Industry Of Shenyang

With the development of our national economy and improvement of people’slivelihood, our restaurant service industry experiences four stages too: starting up withreform and openness, expansion of quantitive type, scale development in chains andbrand promotion. As the service industry of our national third industry, the product ofcatering industry is service, the quality of service determines whether the restaurant willbe prosperous or not. The attitude of serving staff, the quality of dishes and theenvironment are vital for catering enterprises while the service quality depends on theserving staff.Staff shortage has been the problem of national catering industry all the time. Thenationwide labor shortage panic of other industries on a large scale that appears after2010Spring Festival stimulates the shortage of catering industry. Our nation strives toconduct economic transition and develop the third industry, under this background, laborshortage will be obstacle of catering industry’s rapid development. The staff shortage ofcatering industry is mainly characterized by being difficult to recruit people, to choosethe proper staff and to keep the talents; the core reason of labor shortage is the lack ofreasonable and competitive salary system. Staff’s degree of satisfaction with salaryneeds to be increased with the quick development of catering industry, only under thiscircumstance, the talents can be attracted and retained, an excellent staff team can bebuilt up, and the operation target as well as the strategic goal can be achieved.At present, there are many issues in the compensation management of cateringindustry, for example, first payment of this industry is less attractive, and it’sconsidered that catering industry belongs to less-skilled one so it’s taken for grantedthat the salary should be low. Secondly welfare system is too simple or no welfare isgranted even. Thirdly catering industry is short of attraction, the stereotype “Restaurantworkers live with youth” leads to the short period of catering staff’s career life and lessattention on training, promotion or other working experience. All these problems causethe labor shortage of catering industry that is urgently needed to be solved and improved.This paper is divided into the following several parts: first chapter, introduction, aims to introduce the background, research purpose and significance of this paper as wellas the paper’s structure arrangement and research methods. Second chapter, summary ofliteratures. This chapter mainly introduces salary and salary satisfaction’s basic theories,inspiration of equity theory on satisfaction degree of salary and work performance’stheory. The third chapter, related concepts and theoretical basis. This chapter explains themain ideas of needs theory, and its application in this paper. The fourth chapter, researchdesign and assumption. This chapter will probe into the theoretical significance andrealistic meaning of working experience, thereby propose a plan of research hypothesisand research design. The fifth chapter, statistic analysis and experience of hypothesis.This chapter will conduct data analysis according to the data derived from surveys,finding out the factors and reasons leading to the low salary satisfaction degree ofmid-size catering enterprises’ staff as well as impact on work performance. The lastchapter--conclusion and suggestion of research–summarizes the whole article and putsforward shortness.