Hotel Person-Organization Fit And Influence Research On Employee Turnover Intension

With the rapid development of China’s tourism industry, Hotel, as the three pillars of the tourism industry, has developed rapidly and expanded constantly since the reform and opening up. Currently hotel employee turnover is serious, which become one of the bottleneck restricting hotel’s sustainable and healthy development. In summary of previous study, past study on hotel turnover focused on one-way perspective-in organization or in person, however, the research in the two-way perspective both person and organization is less and immature. Therefore, it becomes necessary to study hotel employees’turnover in the new perspective-person and organization fit.In the support of social cognitive theory and social exchange theory, this study introduce the affective commitment as an intervening variable and the education level as moderator variable, and builds the theory model to discuss that mechanism of influence of person-organization fit on hotel employee turnover intentions. This paper took the measure of questionnaire for empirical research, and use the software SPSS16.0to do statistical analysis, and employed Reliability and Validity Analysis, factor analysis, Correlation Analysis, Regression Analysis, Variance Analysis and IPA Analysis techniques. Main conclusions as follows:Firstly, Hotel P-O fit concludes two different category:Compatibility fit, which is made of four factors:social responsibility orientation, employee-team orientation, performance appraisal orientation and dedication and attitude orientation, and complementarities fit that mainly reflect on needs-supplies. Recently, hotel employees perform well on total fit, but they perform law affective commitment and intense turnover intentions.Secondly, Hotel P-O fit not only in two wide categories but in narrow factors has positive correlation with affective commitment and negative correlation with turnover intention. Compatibility fit and complementarities fit respectively have significant predicted function with affective commitment and turnover intention. Meanwhile, affective commitments play a fully intermediary role between P-O fit and turnover intentions, but education level just performs moderating effect between P-O fit with social responsibility orientation and turnover intentions. Thirdly, There are significant differences on Hotel P-O fit in demographic variables such as sex, ages, education level and marital status. Except forage, affective commitment and turnover intentions performs varied differences in other demographic variables.Finally, Hotel need to keep up with performance appraisal orientation, however, social responsibility orientation and dedication orientation is possible overkill. Improvement on the autonomy, precipitation and vocational development is low priority, and hotel need to concentrate on employee and team orientation and needs-supplied orientation.