Study Into The Relationship Management Among Basic Level Employees Of AH Hotel Based On Psychological Contract

With the rapid development of economy and the constant progress of science and technology,the competition in the line of hotel service is turning to the competition of talents.The basic level employees of the hotel is a fundamental component,which plays a vital role because they directly provide services to the customers.However,there exist a number of problems in the employees,such as low degree of professional satisfaction,high ratio of dimission rate,and lack of enthusiasm in the work process,because they think their job is monotonous and tiresome,which leads to the low possibility of providing quality service.Therefore,it has become a must how to strengthen the relationship management among the basic level employees in order to improve their work enthusiasm,initiative and creativity,and to raise their job satisfaction for the sustainable development of the hotel.On the basis of psychological contract theory,with the basic level employees of AH Hotel as the subject,the author of this paper aims at constructing a research model between psychological contract and relationship management among employees.The writer firstly introduces the research background,its significance,the main content and the research methodology.Then the author summarizes and concludes such theories as the concept,contents,dimensions,features,violations and the implications of employee relationships on the basis of the relevant achievements concerning psychological contract and employee relationships,for the purpose of clarify the relationship between psychological contract and the employee relationship management.The research methods include questionnaire and interview,which are designed according to the introduction of the general situation and relevant regulations concerning employee management.The questionnaire is designed based on the “three-dimension” theory of psychological contract,which aims to understand the keeping of appointments from three perspectives,namely,the standard-type responsibility,the interpersonal-type responsibility and the development-type responsibility,for the purpose of identifying the existing problems and the reasons,respectively concerning the hotel and the employees.Counter measures are proposed to perfect the relationship management to the hotel from the above three perspectives.These measures include: to improve the salary and welfare system,to build up an effective incentive mechanism,to realize a psychological contract guidance,to build up a sound communication system,to set up reasonable performance assessment system,to cultivate a human-oriented hotel culture,to build a harmonious interpersonal environment,to design training materials which are internally incentive,to increase promotion opportunities and to make feasible career planning for basic level employees.The utmost purpose is to improve the relationship between the hotel and its employees and to improve the hotel's ability in the management of employees' relationship.The last part is a conclusion of the whole paper.The author maintains that: firstly,the standard-type,the interpersonal-type,and the development-type responsibilities of the psychological contract must be taken into account in the management of hotel-employee relationship.Secondly,at present when the dimensions of psychological contract are constantly diversifies and expanded,it is necessary to suggest a more feasible dimension theory of psychological contract in combination with the features of the hotel.To be concrete,it is necessary to increase one or more dimensions on the basis of the “three dimension” theory to conduct analysis into the problems and the possible reasons in the management of the hotel-employees relationships from more perspectives.Only in this way can counter-measures be proposed for the purpose of constructing a more harmonious relationship between the hotel and its basic level employees.