Research On The Countermeasures Against Occupational Burnout Of High-end Hotel Employees

With the development of the economy of the times,the domestic tourism industry is also advancing on the road of rapid development.Although the domestic hotel industry has achieved gratifying results,but in hotel management has not kept pace with the times,domestic hotel modern management theory,especially human resources management is still in the initial stage.In the increasingly competitive environment of the hotel industry,the service level of staff is extremely important,it is not only the main carrier of the daily operation of the hotel,but also the bridge between the customer and hotel service,the level of staff service determines the success of the daily operation of the hotel.Hotel staff work with particularity and complexity High-intensity work and long working hours are common problems.Under the high pressure working environment for a long time,the hotel staff are very easy to appear the problem of job satisfaction decrease,job slack,the idea of leaving more,and then form the job burnout,which leads to the decline of hotel performance and the increase of employee turnover rate.It can be seen that employee burnout has become a common human resource management problem in hotel industry.this study takes hotel staff as the research object,based on the relevant theories and research results of job burnout,puts forward the research hypothesis,using spss23.0 software statistical analysis software to analyze the obtained data.Specifically XX Group Flag Several high-star hotels under the example,according to the analysis of 228 questionnaire data,get the following research results.(1)The overall level of job burnout of hotel staff is significant,and the degree of marriage burnout is the highest among the several dimensions of job burnout.The workload and role pressure of the hotel staff at the grass-roots level are generally too large,the physical and mental problems caused by job burnout are more serious,and the job satisfaction is generally low.(2)There are significant differences in burnout tendencies among employees of different genders,and women have higher burnout tendencies than men.There were significant differences in burnout tendency among employees of different ages,the 31-40 year old employees had the most obvious burnout tendency,and the lowest age group was 20-30 years old.There were significant differences in burnout tendency among employees of different educational background,and the most common tendency of junior college students.There was no significant difference in burnout tendency among employees with different health status.There were significant differences in burnout tendencies among employees in different marriages,and burnout among married employees The tendency is most obvious.There were significant differences in burnout tendency among employees with different working years,and those with 0-3 years were the most obvious,while those with 4-10 years were the leastIn view of the research results,the author thinks that we should intervene in job burnout from the three levels of individual,organization and society.In the strategy of individual self-intervention,the author advocates reasonable role orientation and improvement of his own comprehensive quality.In the strategy of organizational intervention,it is suggested to proceed from rational allocation and use of human resources,perfect incentive mechanism,strengthen organizational support and staff career management.