改革开放四十多年来，我国的服务业逐渐发展成为国民经济第一大产业，餐 饮业作为服务业的重要组成部分，从54.8亿元的规模跨越发展成为高达4.27万 亿元产业收入、超过两千万就业人口的社会民生产业及传承了五千年文明的民族 文化事业，发挥着扩大内需，拉动市场消费，促进相关产业互动，继承和弘扬中 华民族饮食文化的重要作用。由于餐饮业的快速发展，越来越多的企业开始涉足 餐饮，然而在快速发展的过程中，餐饮企业一直面临着员工流失率高和在职员工 消极怠工的问题，而组织承诺对员工的离职倾向和工作态度有很好的预测度。因 此，建立什么样的人力资源管理体系才能提升餐饮企业员工的组织承诺成为企业 管理者关注的问题。在人力资源管理体系中，很多行业都证实组织职业生涯管理 的有效实施能影响员工的组织承诺，但是对餐饮业员工的研究却很少。由于现在 餐饮业员工受教育水平的提高，员工的自我成长和发展需求增加，在企业内能不 能得到长久的发展成为影响员工组织承诺的重要因素。因此，本文选择探讨组织 职业生涯管理对餐饮企业员工组织承诺的影响。 本文首先对组织职业生涯管理、组织承诺、组织支持感的相关文献进行总结， 通过引入组织支持感作为中介变量，提出组织职业生涯管理对餐饮业员工组织承 诺的影响模型和本文的研究假设。本文的实证研究以海底捞餐饮企业员工为研究 样本，就他们的组织职业生涯管理、组织支持感及组织承诺进行问卷调查，然后 对数据进行分析并对研究假设进行验证。本文主要通过相关分析和回归分析，验 证了组织职业生涯管理、组织支持感、组织承诺三者以及各维度的相关性，通过 偏相关分析验证了组织支持感是否在组织职业生涯管理对组织承诺的影响中起 中介作用。最后，根据研究结论为企业实施职业生涯管理提出建议。 通过研究发现：深圳海底捞餐饮公司实施了组织职业生涯管理。公司内的职 位信息也能较好的传递给员工，并对员工的培训比较重视。但是公司整体公平晋 升维度的得分较低，说明海底捞在晋升制度上还不够完善，缺少规范性和公平性。 员工的组织支持感和组织承诺的水平也处于中等水平。海底捞员工对公司的情感 承诺较低，而继续承诺比较高。建议企业要根据员工的能力和绩效确定员工的发 展是提升还是调离。规范晋升机制从而影响员工的规范承诺，建立多方位的渠道 为员工提供职业信息，包括提供明确的任职资格和职业晋升路线等。 关键词组织职业生涯管理；组织支持感；组织承诺；餐饮企业；海底捞； IV Contents ABSTRACT.............................................................................................................I 摘要..............................................................................................................Ⅲ Contents................................................................................................................IV 目录....................................................................................................................VII LISTOFTABLES................................................................................................X 表目录................................................................................................................XII LISTOFFIGURES...........................................................................................XIV 图目录............................................................................................................XV Chapter1Introduction....................................................................................................1 1.1.ResearchBackground...........................................................................................1 1.2.ResearchSignificance...........................................................................................2 1.2.1.TheoreticalSignificance.....................................................................................2 1.2.2.PracticalSignificance.........................................................................................2 1.3.ResearchMethod..................................................................................................3 1.4.TheStructureofthePaper....................................................................................3 Chapter2LiteratureReview...........................................................................................5 2.1.ReviewonOrganizationalCareerManagement...................................................5 2.1.1.TheDefinitionofOrganizationalCareerManagement.....................................5 2.1.2.DimensionsandMeasuresofOrganizationalCareerManagement..................6 2.1.3.SystemandEffectsofOrganizationalCareerManagement..............................7 2.2.ReviewonOrganizationalCommitment...............................................................7 2.2.1.StudyonVariablesofOrganizationalCommitmentConsequences...................9 2.2.2.ResearchonAntecedentDependentVariablesofOrganizationalCommitment9 2.3.ReviewonPerceivedOrganizationalSupport....................................................10 2.3.1.DefinitionofPerceivedOrganizationalSupport..............................................10 2.3.2.DimensionsandMeasuresofPerceivedOrganizationalSupport....................11 2.4.ResearchontheRelationshipamongOrganizationalCareerManagement, PerceivedOrganizationalSupportandOrganizationalCommitment..................................11 2.4.1.ImpactofOrganizationalCareerManagementonOrganizational Commitment...........................................................................................................................11 2.4.2.ImpactofOrganizationalSupportonOrganizationalCommitment................12 2.4.3.ResearchonPerceivedOrganizationalSupportasaMediator.......................13 2.4.4.ResearchonOrganizationalCareerManagement,OrganizationalSupportand OrganizationalCommitmentRelationshipModel...................................................................13 2.5.OverallReview...................................................................................................15 Chapter3CaseIntroduction.........................................................................................17 3.1panyProfile.................................................................................................17 V 3.2.TheCompany'sMainBusinessandFinancialPerformance...............................18 3.3.ProblemsinHaidilao...........................................................................................20 3.4AnalysisofReasonsfortheProblems....................................................................21 Chapter4CaseAnalysisandResearchDesign............................................................23 4.1.ModelBuilding...................................................................................................23 4.2.BasicAssumptions..............................................................................................24 4.3.QuestionnaireDesignandDataCollection.........................................................26 4.3.1.QuestionnaireDesign.......................................................................................26 4.3.2.DataCollection.................................................................................................28 Chapter5EmpiricalResultsandDiscussion...............................................................30 5.1.ReliabilityandValidityAnalysis.........................................................................30 5.1.1.ReliabilityAnalysis...........................................................................................30 5.1.2.ValidityAnalysis................................................................................................30 5.2.AnalysisoftheStatusQuoofHaidilaoEmployeeOrganizationCareer Management,PerceivedOrganizationalSupport,andAffectiveCommitment...................34 5.3.CorrelationAnalysis............................................................................................35 5.3.1.CorrelationAnalysisbetweenDimensionsofOrganizationalCareer ManagementandPerceivedOrganizationalSupport.............................................................35 5.3.2.CorrelationAnalysisbetweenOrganizationalCareerManagementand DimensionsofOrganizationalCommitment...........................................................................36 5.3.3.CorrelationAnalysisbetweenPerceivedOrganizationalSupportand DimensionsofOrganizationalCommitment..........................