Employee Loyalty Of Small And Medium-sized Hotels In Chengdu: A Perspective Of Equity Sensitivity

In2010Chengdu tourism had get rid of the adverse impact of Wenchuanearthquake, the situation had been better than before as well. As an important pillar ofthe tourism industry, the hotel industry is growing rapidly. But so far the high employeedemission rate has plagued hotel industry, according to the statistical data released byChina Hotel Industry Association, the average demission rate of Hotel Industryemployees had reached a level of25%-30%, in the small and medium-sized hotels theproblems on staff turnover are more prominent.High demission rate has brought many negative effects to the hotel industry, suchas the lower of service quality, the increasing costs of training and management;ultimately these aspects hindered the development of hotel enterprises. Therefore,effectively reducing staff turnover and improving employee loyalty are an urgent taskfor hotel business executives.From a perspective of equity sensitivity basing on individual differences, thisthesis chooses small and medium-sized hotel employees in Chengdu as research object,in order to avoid the impact of income/leadership and other objective factors limited byindividual differences,this obtains sample profiles by questionnaire survey, Exploringthe connection between work elements equality sensitivity and organizationalcommitment, finally this thesis analyses the leaving reasons of staff worked in smalland medium-sized hotels in Chengdu and try to discover specific recommendations.By summarizing previous studies and analyzing in the industry status quo, thisthesis defines the rank of small and medium-sized hotels, and analyses the therelationship of small and medium-sized hotels staff’ equity sensitivity and betweenemployee loyalty in the level of theoretic, the above makes hypothesis foundation for the establishment of empirical research. Then using organizational commitmentquestionnaire developed by Meyer&Allen, the writer designs the survey questionnaireincluding employees equity sensitivity, organizational commitment, turnover intentionand demographic characteristics four aspects, and interviews small and medium-sizedhotels located in different area, and analyzes sample data by using SPSS19.0andAMOS17.0, and validate hypotheses, and discuss further reasons for leaving, andfinally put forward specific proposals. The full text follow the theory-the status quo-design-logical study of the proposed framework includes the following three parts:First, this paper describes the research background on the basis of relevant theory,and elicits employees’ equity sensitivity, then connects small and medium-sized hotelsindustry status quo, the writer propose hypotheses and build structural equation model.Secondly, taking the small and medium-sized hotels in Chengdu as samples,through confirmatory factor analysis the thesis tests the reliability of equalitysensitivity model and the organizational commitment model, and based onquestionnaire data build a model to fit the relationship of employees equalitysensitivity, organizational commitment, turnover intention, and then consolidatesequity sensitivity factor of importance and demographic characteristics of equitysensitivity factor dimension table analysis results, finally extracts the reasons for smalland medium-sized hotels’ staff leaving.Finally, by analyzing leaving reasons of the small and medium hotels’ staff, thepaper puts forward recommendations on measures to strengthen employee loyalty. First,small and medium enterprises should improve hotel staff recruitment, and makerecruitment system consummate, and hire highly sensitive atmosphere of the workenvironment seekers; Second, small and medium enterprises should improve wagesand benefits, and establish an effective incentive mechanism to reverse the "low wages,high turnover rate” unfavorable situation; Third, small and medium-sized hotelsenterprises should create a good working environment, and establish a good corporateculture, and optimize business performance and continuous improvement of theinteraction mechanism; Fourth, small and medium enterprises ought to build goodcommunication platform, and promote a two-way flow of information betweenenterprises and employees.The writer comprehensives employee loyalty analysis of small and medium-sizedhotels in Chengdu,this paper draws some valuable conclusions:1. The paper use AMOS17.0to live equity sensitivity measurement modelconfirmatory factor analysis, we found three dimensions of equity sensitivity, work pay equity sensitivity, work development equity sensitivity and work environment equitysensitivity, was significantly associated with each other,small and medium-sized hotelsstaff will also pay attention to jobs, development and environmental aspects at the sametime.2. The paper use AMOS17.0to examine the tripartite structural equation modelsof employees equity sensitivity, organizational commitment and turnover intention,thework pay equity sensitivity has a significant negative effect on organizationalcommitment,while the work environment equity sensitivity has a significant positiveeffect on organizational commitment. The more highly sensitive to the work payemployees are, and the less lowly sensitive to the work environment, the more loyal thesmall and medium-sized hotels’ staff are; organizational commitment and has asignificant negative effect on turnover intention, high employee loyalty cansignificantly reduce employee turnover intention.3. The rank of different equality sensitivity measurement factors shows that in thethree dimensions of equity sensitivity, employees more attention to the fairness of workpay. Demographic characteristics under dimension table analysis showed that highlyeducated staff care more about the fairness of the work environment, compared withfemale employees, male employees care more about the work environment, olderworkers, than younger staff care less about the work pressure,small and medium-sizedhotels’ supply level of internal elements cannot keep balance with employees’ workrequirements, the main groups of small and medium-sized hotels staff are not employeegroups with a high loyalty."Two misbalances" cause that employee needs are not met,the main part of employee are not satisfied with small and medium-sized hotels supplylevel, which led to staff turnover.