A Comparative Study On The Relationship Quality Of Hotel Staff Under Different Systems

Changing consumer market, competition and a sharp rise in operating costs of globalization, making the hotel industry has become focused on managing employee relations. With the implementation of the national economic transformation strategy, the reform of state-owned enterprises in order to obtain "decisive results" as the goal to enter a new period, the management system of state-owned enterprises will be more perfect, staff training will also be more standardized and reasonable. The reform of state-owned enterprises is an important part of reform in our country so the reform of the human capital also becomes very important. Ruler of the country in order to avoid the charge, will establish a match to the market economic compensation allocation system and staff management system, approval of private capital into state-owned enterprises at the same time. Is not only beneficial to the resources reasonable allocation and can effectively enhance the work of staff enthusiasm, also is the performance of listed companies.State-owned hotels and private hotels jointly promote the construction of China’s tourism economy, but there are differences between these two different development status of ownership hotel type, different ownership hotel management, organizational culture and employee management practices are also different, resulting staff of the hotel there are significant differences in attitudes and behavior. It is necessary for us to study the state-owned hotels and private hotels, relationship quality differences between the hotel and the staff under different management models.In this paper, through the review of the previous literature, the relationship quality theory is combed and summarized. The paper selects the state-owned hotels and private hotels staff as the research object. First, we discuss the relationship between the organization and employees in hotels, as well as the differences of individual characteristics, and the differences in the quality of employee relations, and the advantages and disadvantages of various hotel organization. On the basis of the summary of the theory, definition, research status and measurement dimensions of the quality of employee relations, the field interviews were conducted and the quality of employee relationship quality questionnaire survey was carried out by using the questionnaire designed by myself. By analyzing the data of the questionnaire and then get the following conclusions:1. There are six main measures to measure the quality of the employees of state-owned hotels and private hotels,organizational justice, trust, satisfaction and interest risk sharing and environment.2 hotel staff relationship quality has a significant difference due to individual attributes.3 state-owned hotel staff in the work, rest time, labor intensity, organizational loyalty and other aspects are better than the private hotel. And private hotels in the work environment conditions, management system, organizational justice and other aspects of the staff get a high degree of recognition, better than the state-owned hotel.Finally, on the basis of the status quo analysis of the quality of the hotel staff relations, aiming at the characteristics of each state-owned and private hotel, propose recommendations and measures to improve the relationship between the quality of the hotel staff.