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以现有研究为基础，对酒店员工进行实证研究，探索酒店劳动关系管理对员工组
织承诺的影响机制，以更好地指导酒店的劳动关系管理工作和酒店运营，具有重
要的现实意义
为使研究具有一定的可行性，论文采用了定性与定量相结合的研究方法，在
查阅国内外相关研究文献的基础上编制出酒店劳动关系管理评价量表和组织承
诺测量量表，通过问卷调查，利用 SPSS19.0 和 AMOS21.0 统计分析软件，探索出
酒店劳动关系管理对员工组织承诺的影响
运用 SPSS19.0 进行因子分析发现，酒店劳动关系管理由劳动标准管理、工
资报酬管理和员工参与管理、社会保险和福利管理、工会管理和劳动争议处理 4
个维度构成，酒店员工组织承诺由感情承诺、持续承诺和规范承诺 3 个维度构成
运用 AMOS21.0 构建结构方程模型发现，酒店劳动标准管理对员工的感情承诺具
有正向影响，对员工的持续承诺不具有显著影响，对员工的规范承诺具有正向影
响；酒店工资报酬管理和员工参与管理对员工的感情承诺具有正向影响，对员工
的持续承诺具有正向影响，对员工的规范承诺不具有显著影响；酒店社会保险和
福利管理对员工的感情承诺具有正向影响，对员工的持续承诺不具有显著影响，
对员工的规范承诺不具有显著影响；酒店工会管理和劳动争议处理对员工的感情
承诺具有正向影响，对员工的持续承诺不具有显著影响，对员工的规范承诺不具
有显著影响
最后，提出规范各项劳动制度，完善劳动标准管理；强化薪酬管理，支持员
工参与管理；依法提供五险一金，丰富员工福利内容；重视工会组织建设，妥善
处理劳动争议等完善酒店劳动关系管理，以提高员工组织承诺的建议
关键词：酒店；劳动关系管理；组织承诺；影响II
Abstract
Nowadays labor relations is the key relationship in society,and it is one of the most
basic and important relationships in our social and economic life.It is the basic
relationship within the enterprise,and it is the important influence factor to the
enterprise’s survival and harmonious development. Through the studies both at home
and abroad,we find that although some related studies confirmed that parts of the
labor relations management has a positive influence on employees' organizational
commitment, the systematic studies were rarely,and there was nearly no related study
in the hotel industry.So this is the original cause of the paper.Based on the previous
studies,doing empirical research on hotel staffs to explore the labor relations
management is how to effect the employees' organizational commitment in the hotel
industry. Then using the result to guide the labor relations management and the
operations of hotel, it is full of important practical significance.
To ensure the feasibility of the research,this paper adoptes both the quantitative and
the qualitative method.On the basic of referring to the relevant literature both at home
and abroad, we develop the labor relations management evaluation scale and the
organizational commitment scale.Then, through the questionnaire survey,using the
statistical analysis software SPSS19.0 and AMOS21.0 to explore the labor relations
management is how to effect the employees' organizational commitment in the hotel
industry.
Factor analysis by SPSS19.0 drew the following conclusions.The one is that,labor
relations management for hotel consists of four dimensions,they are labor standard
management, salary management and employee involvement management, social
insurance and welfare management,union management and labor dispute processing.
The other one is that, hotel employees' organizational commitment consists of three
dimensions, they are affective commitment,continuous commitment and normative
commitment. Structural equation model by AMOS21.0 found that, in hotel
industry,labor standard management has a positive influence on employees' affective
commitment and normative commitment,but it has no significant effect on employees'
continuous commitment; salary management and employee involvement management
has a positive influence on employees' affective commitment and continuous
commitment, but it has no significant effect on employees' normative commitment;
social insurance and welfare management has a positive influence on employees'
affective commitment, but it has no significant effect on employees' continuous
commitment and normative commitment; union management and labor dispute
processing has a positive influence on employees' affective commitment, but it has no
significant effect on employees' continuous commitment and normative commitment.
Finally, we put forward the following constructions for improving the labor
relations management to enhance the employees' organizational commitment in the
hotel industry: making the labor system standarded and improving the labor standard
management;strengthening the salary management and supporting employee
involvement management; providing five social insurance and one housing fund
according to law,and enriching the content of welfare for employees; attaching great
importance to the construction of the union and handling the labor dispute properly.
Key Words: hotel;labor relations management;organizational commitment;effectIII
目录
第 1 章 绪论........1
1.1 选题背景.....1
1.1.1 党和国家高度重视和谐劳动关系的构建 1
1.1.2 劳动关系是企业生存和和谐发展的重要影响因素 ....1
1.1.3 酒店劳动关系管理存在诸多问题 ......1
1.2 研究意义.....2
1.2.1 理论意义 ..2
1.2.2 现实意义 ..2
1.3 研究综述.....2
1.3.1 劳动关系管理研究综述 ..2
1.3.2 组织承诺研究综述 ......6
1.3.3 劳动关系管理对员工组织承诺的影响研究综述 .....10
1.3.4 小结 .....10
1.4 研究目标、内容和思路....11
1.4.1 研究目标 .11
1.4.2 研究内容 .11
1.4.3 研究思路 .11
1.5 研究方法....12
1.5.1 文献分析法 ...........12
1.5.2 问卷调查法 ...........12
1.5.3 定性与定量相结合 .....13
1.6 创新之处....13
第 2 章 理论基础...14
2.1 劳动关系管理相关理论....14
2.1.1 劳动关系及劳动关系管理的概念 .....14
2.1.2 企业劳动关系管理的评价指标体系 ...14
2.2 组织承诺相关理论........16
2.2.1 组织承诺的概念 .......16
2.2.2 组织承诺的结构 .......17
2.2.3 组织承诺的测量 .......19
第 3 章 问卷设计与预测试.......21IV
3.1 问卷设计....21
3.1.1 酒店劳动关系管理评价量表 .........21
3.1.2 酒店员工组织承诺测量量表 .........22
3.1.3 酒店员工人口统计学信息量表 .......23
3.2 预测试......23
3.2.1 预测试调查问卷的信度检验 .........24
3.2.2 预测试调查问卷的效度检验 .........24
第 4 章 酒店劳动关系管理对员工组织承诺的影响分析.......32
4.1 数据来源....32
4.2 数据分析....32
4.2.1 样本社会人口结构特征分析 .........32
4.2.2 酒店劳动关系管理对员工组织承诺的影响分析 .....33
第 5 章 结论与展望.38
5.1 研究结论....38
5.2 完善酒店劳动关系管理，以提高员工组织承诺的建议..39
5.2.1 规范各项劳动制度，完善劳动标准管理 ...........39
5.2.2 强化酒店薪酬管理，支持员工参与管理 ...........40
5.2.3 依法提供五险一金，丰富员工福利内容 ...........40
5.2.4 重视工会组织建设，妥善处理劳动争议 ...........41
5.3 研究局限与展望..........42
5.3.1 研究局限 .42
5.3.2 展望 .....42
参考文献...........43
致谢...47
附录 A 调查问卷 ...48
攻读硕士期间发表的学术论文与研究成果.......511
第 1 章 绪论
1.1 选题背景
1.1.1 党和国家高度重视和谐劳动关系的构建
构建和谐劳动关系是加强和创新社会管理、保障和改善民生的重要内容，是
国民经济健康、持续发展的重要保证，是增强党的执政基础和巩固党的执政地位
的必然要求。和谐、稳定的劳动关系是维护社会安定、和谐和促进经济发展的必
要前提，是建设社会主义和谐社会的重要基础。党和国家历年来高度重视构建和
谐劳动关系，制定了一系列法律法规和政策措施，并作出了相关工作部署
年，党的十八大报告明确提出要“健全劳动标准体系和劳动关系协调机制，加强
劳动保障监察和争议调解仲裁，构建和谐劳动关系” 并从制度建设、利益协调、
矛盾处理和权益保障等方面，全方位地对和谐劳动关系的构建提出了要求
年 11 月 12 日，党的十八届三中全会审议通过了《中共中央关于全面深化改革若
干重大问题的决定》，指出要“创新劳动关系协调机制”。 年 3 月 21 日，
中共中央、国务院正式出台《关于构建和谐劳动关系的意见》，旨在构建和谐劳
动关系，推动科学发展，促进社会和谐。
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