The Study Of Structure And Influencing Factors Of Hotel Industry Employee Engagement

With the development of the organizational behavior science, the function of personality in the organization began to receive more attention. Managers have cognizance of the key position of human resource in company as well. However,more and more practice and studies haven shown that it can not ensure the continued development of the organization only by improving employee satisfaction. Employee engagement is the successful key. Hotel industry as a special service industry, its main products are service. Compared with other industries, it is much more dependent on human resource. Some investigation indicated that more and more hotel enterprises have faced with some problems, such as high rates of staff turnover, low motivation,and so on. Therefore, how to keep the high engagement staffs, and improve others’ engagement, have been an important issue which hotel enterprises must consider.On the basis of the existing literature, this paper has focused on the structure of the hotel industry employee engagement and the main influencing factors, to enrich the theory of hotel employee engagement, and provide guidance to promote employee engagement in the hotel industry in practice. The major research objectives of this study include: firstly, to clear the concept of the hotel employee engagement, and to build its structural model and verify it; secondly, to analyze the differences of the different factors’ influence on hotel industry employee engagement and its dimensions. Thirdly, to explore the main influencing factors on hotel industry employee engagement, and further, to analysis of the differences of the different factors on the hotel industry employee engagement and its each dimension. Finally, to provide suggestions for improving the hotel employee engagement.Synthesizing the relevant literature, this paper compiles a questionnaire which has high reliability and validity about hotel industry employee engagement on the basis of questionnaire which is from Hewitt. By confirmatory factor analysis, it is concluded that the structure of hotel employee engagement has three dimensions---say,stay and strive. “Say” has the largest impact on engagement, followed by “stay”,finally the “strive”. By the analysis of means, we know that the hotel industry employee engagement is a mid to upper level, and the striving level is higher than other dimensions, staying degree is lowest. By independent samples T test and one-way ANOVE, it is concluded that the hotel industry employee engagement and its dimensions are different on some demographic variables, such as marital statue, age group, working life, position, educational background and income. By factor analysis,we know five factors which affect the hotel employee engagement: work itself, the quality of work life, the return of the work and leader supporting, vocational development and organization environment, and policy system. Further more, there is a significant positive correction relationship between these five factors and hotel employee engagement and its dimensions. In regression analysis, it draws a conclusion that the prediction effect of different factors on engagement and its dimensions is different. Work itself have the best prediction effect on SAY, followed by policy system; there are four factors which have prediction effect on STAY: work itself, policy system, the return of work and leader supporting, and vocational development which from high to low in the order; work itself have the best prediction effect on STRIVE as well, followed by vocational development; there are four factors which have prediction effect on the hotel Employee Engagement:work itself, policy system, vocational development and leader supporting, and the return of work which from high to low in the order.Among this five factors, only work itself have the significant prediction effect on engagement and its three dimensions, however, quality of work is out.At last, combined with the hotel staff satisfaction and unsatisfactory factors, the study propose some suggestions about hotel employee engagement management on the basis of research conclusions. When the manager evaluate the employee’s engagement, he should be comprehensive from his “say” ”stay”and “strive”.According to the different situations of individual, to manage engagement pertinently.Combined effect factors with satisfaction, to improve engagement.