在梳理相关文献和借鉴前人的研究成果的基础上形成了本文的研究思路，建
立了研究模型，提出五个研究假设，使用自行设计量表与借鉴国内学者的相关量
表相结合的形式设计了本文的调查问卷，通过实地发放纸质问卷与网上发放电子
问卷的形式获得了第一手数据，利用 SPSS19.0 数据分析软件对数据进行分析，
验证了研究假设，得到了本研究的主要研究结论，最后针对性地提出了降低经济
型酒店员工离职意愿的对策建议。在研究过程中得到以下研究结果：经济型酒店
员工的人口统计学因素对社会支持网络有一定影响；经济型酒店员工的人口统计
学因素对离职意愿有一定影响；经济型酒店员工的社会支持网络与其四个子变量
呈显著正相关，但密切程度不一致；经济型酒店员工整体社会支持网络及其四个
子变量与离职意愿显著负相关，但密切程度不一致；经济型酒店员工社会支持网
络及其四个子变量对离职意愿具有一定的预测作用
根据经济型酒店员工社会支持网络现状、员工离职意愿现状及实证研究结
果，从巩固经济型酒店员工社会支持网络出发，提出以下降低员工离职意愿的对
策：重视员工的差异，培养员工运用社会支持网络的能力；针对员工离职意愿的
差异，实施个性化的员工管理；定期测量员工的社会支持网络状况，关注员工的
真实需求；增强组织人际互动氛围，强化员工的人际关系网络；关注经济与情感
因素，帮助员工解决实际困难
关键词：长沙市；经济型酒店；酒店员工；社会支持网络；离职意愿II
Abstract
With the rapid and steady development of economy in China, tourism industry
get an opportunity to grow significantly. Lately the number of Econo Hotel increased
sharply, due to the blossom of self-service tour and business travel caused by the
development of the business. Particularly, some brands of chain Econo Hotels is
becoming increasingly popular. As rapid development of the industry is bound to the
dramatic increase of talents demand, a rational allocation of staff, high quality and
ability, strong stability of the workforce for the sustainable development of Econo
Hotel has a very important significance. However, this industry is faced with the
problem of staff drain and strong turnover intention. Therefore, how to reduce the
staff turnover intention has become an urgent problem to be solved.
In the past,most of studies focus on the employee turnover intention, but the
research which is from the perspective of employees Social Support Net is almost
blank. This study aim to explore the effect of Social Support Net on turnover intention,
with staffs working for Econo Hotels of Changsha city as the objects, followed by
constructive suggestions based on the perspective. The form of the idea and the
establishment of a research model in this study result from the reference material and
the basis of previous researches’achievements. After that, there are five hypotheses
put forward in the paper. In addition,the questionnaire of the paper is designed by the
combination of self-designed volume table and some relevant domestic scholarstable.
The first-hand data was obtained through issuing paper questionnaire and
internet electronic questionnaires, using SPSS data analysis software to demonstrate
the hypotheses to get the main conclusions of this study and end up with suggestions
which are about how to reduce the employee turnover intention in Econo Hotel. The
result of the research are as follow: demographic factors of Econo Hotel staff has
certain influence on Social Support Net and turnover intention;the Social Support Net
of Econo Hotel staff had a significant positive correlation with its four sub-variables,
but the degree of close is inconsistency;overall Social Support Net of Econo Hotel
staff and its four sub-variables negatively related to turnover intention, but the degree
of close is inconsistency;the Social Support Net of Econo Hotel staff and its four
subvariables is helpful for the prediction of the turnover Intention.
According to the current situation of Social Support Net,turnover intention and
practical research, the paper put forward the following methods to reduce the turnover
intention by enhance the Social Support Net of Econo Hotel staff: paying more
attention to the differences of demographic factors, training the ability to use Social
Support Net of the staff; implementing personalized management according to the
demographic factors on turnover intention of employees; measuring Social SupportIII
Net status of staff regularly, paying attention to the real needs of employees;
strengthening the interpersonal atmosphere in organizations and interpersonal network;
concerning about the economic and emotional factors to help employees solve
practical difficulties.
Key Words: Changsha City; Econo Hote; Hotel Staff; Social Support Net; Turnover
IntentionIV
目 录
第 1 章 绪论..........1
1.1 研究背景.....1
1.1.1 经济型酒店业发展蓬勃........1
1.1.2 酒店业人力资源需求大，但流动性和离职率高..2
1.1.3 社会支持网络理论的兴起，为人力资源管理提供新方向.........3
1.2 研究意义.....3
1.2.1 理论意义.........3
1.2.2 现实意义.........4
1.3 国内外研究综述....4
1.3.1 社会支持网络文献综述........4
1.3.2 离职意愿文献综述....7
1.3.3 离职模型文献综述....9
1.3.4 社会支持网络与离职意愿关系的文献综述........10
1.3.5 研究述评.......10
1.4 研究内容和研究思路......11
1.4.1 研究内容.......11
1.4.2 研究思路.......12
1.5 研究方法及创新之处..... 13
1.5.1 研究方法.......13
1.5.2 创新之处.......13
第 2 章 基本概念和理论基础..14
2.1 基本概念界定......14
2.1.1 经济型酒店...14
2.1.2 酒店员工.......14
2.1.3 社会支持网络...........14
2.1.4 离职意愿.......15
2.2 社会支持网络的理论基础.........15
2.2.1 社会支持网络理论..15
2.2.2 社会交换理论...........16
2.2.3 林南的社会资源理论..........17
第 3 章 长沙市经济型酒店员工社会支持网络与离职意愿现状...18V
3.1 长沙市经济型酒店基本情况.....18
3.2 长沙市经济型酒店员工社会支持网络现状....19
3.2.1 员工对社会支持网络认识不足.....19
3.2.2 员工社会支持网络来源不够丰富.20
3.2.3 员工社会支持网络强度低..20
3.3 长沙市经济型酒店员工的离职意愿现状........21
3.3.1 经济型酒店员工流动性大，有离职意愿的比率较高...21
3.3.2 年轻员工和学历高的员工离职意愿较为强烈....21
3.3.3 一线员工较管理岗位员工的离职意愿更强烈....22
第 4 章 研究设计...........23
4.1 研究框架.. 23
4.2 研究假设.. 23
4.3 问卷调查.. 24
4.3.1 调查对象.......24
4.3.2 调查方法.......24
4.3.3 变量的选择...24
4.3.4 问卷设计.......25
第 5 章 实证分析...........27
5.1 描述性统计分析..27
5.2 问卷的效度与信度分析.28
5.2.1 社会支持网络量表效度与信度分析.........29
5.2.2 员工离职意愿量表效度与信度分析.........31
5.3 基于人口统计学因素的差异性分析....32
5.3.1 性别差异分析...........32
5.3.2 年龄差异分析...........33
5.3.3 婚姻状况差异分析..34
5.3.4 学历差异分析...........34
5.3.5 酒店工作年限差异分析......35
5.3.6 岗位级别差异分析..36
5.4 相关分析.. 37
5.4.1 社会支持网络与其四个子变量的相关分析........37
5.4.2 社会支持网络与离职意愿的相关分析.....38
5.5 回归分析.. 38
5.6 研究假设结果验证..........40VI
第 6 章 研究结论及对策...........41
6.1 研究结论.. 41
6.2 降低经济型酒店员工离职意愿的对策41
6.2.1 重视员工的差异，培养员工运用社会支持网络的能力...........42
6.2.2 针对员工离职意愿的差异，实施个性化的员工管理...42
6.2.3 定期测量员工的社会
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