Analysis Of Regional Differences Of Job Satisfaction In Travel Agency Employee

With the rapid development of tourism strides travel industry, by the end of2012, the number of travel agencies nationwide has reached23,690. Under such a big situation rapidly growing travel industry, we must also face the reality:Turnover rate of travel agency staff is too high. In general, reasonable labor mobility for travel operators have some benefits, but the turnover rate is too high that will produce adverse effects, high staff turnover increases the difficulty of the operation and management of enterprises, so that the quality of service of employees declined, replace and increasing training costs, loss of tourists and other issues. As a labor-intensive enterprise, competition agencies compete mainly human resources, talent is the key to sustained competitive travel and, therefore, how to reduce turnover intention of employees, increase employee job satisfaction, and become the urgent need to solve the problem.In this paper, staff travel survey covers31provinces of he country, from the perspective of spatial regions, the survey analyzes the overall situation in different regions of the travel agency employee job satisfaction differences, then explore the area under different demographic characteristics travel agency employee job satisfaction differences in circumstances, the mean, independent samples T-test and ANOVA analysis of project data such as differences in the three regions of the three zones were analyzed. The research findings will help the management of travel agencies, managers of the actual situation of employee job satisfaction, take different measures to increase employee job satisfaction, prevent the loss of talent agencies, prompting travel industry to enhance the level of service promote the sustainable development of the travel industry.