Research On The Relationship Of Trust In Organization And Voice Behavior Of Hotel Staff

In the increasingly competitive market, dynamic and changeable environment, modern hotel’s core advantage is employee’s personalized service, employee voice behavior can effective reflect the latest market dynamic and discover issues, listening and paying attention to employee’s advice is vital for the survival and development of the hotel. This paper is by exploring the employee voice behavior effects of trust in organization deeply, to provide theoretical guidance for implementing effective management of employee voice behavior, and provide reference basis for the establishment of related systems.This paper defines the basic concept of key variables at first. Then overview and evaluation of domestic and international related research progress was made completely and objectively. The emphasis of study was defined. Hypothesises of trust in organization and voice behavior is put forward based on social cognitive theory and previous studies. The final questionnaire is made up of Voice Behavior Scale of Liang&Fath’s (2008) and Trust in Organization Scale of Jing gang Chen (2006). At the same time, the research team has made a questionnaire survey to obtain basic data in the high star hotel in Changsha, Hunan province. The data analyses rely on SPSS17.0statistical software. The correlation analysis between variables shows that any two of inhibitive voice behavior, promotive voice behavior and trust in organization are positively related. The result of regression analysis is that ETO, ETC have the positive influences on voice behavior, while ETS has a significant impact on promotive voice behavior rather than inhibitive voice behavior. The gap analysis of inhibitive voice behavior and promotive voice behavior among hotel staff with different individual attribute does reveal significant differences among hotel staff with different position, voice experience, work experience, firm size, age, education, monthly income. Finally, According to the above results, some suggestions are proposed that hotel management should take multiple factors of voice behavior, a good atmosphere of trust, high-quality talent, perfect s system of alary payment and promotion seriously enough.