随着越南经济的发展，越南旅游业呈现出前所未有的良好增长态势，政府 对国家旅游资源的开发也已取得重大突破。在越南大力发展旅游业的同时，企 业对人力资本的重视度也越来越高。目前，越南旅游业从业人员的总体素质并 不高，人才流动性较强，旅游行业的整体服务质量和工作效率仍有很大的提升 空间。本文以越南旅游行业为研究，通过问卷调查了解越南旅游行业人力资源 培训开发与员工绩效情况。结合前人的研究成果和越南旅游企业特点，构建“人 力资源培训开发——组织认同——员工绩效”三者间关系的模型，并以此为基 础提出了相关假设。之后，以实证研究的方法分析人力资源培训开发、员工绩 效与组织认同之间的关系，并据此提出优化和提升人力资源培训开发效果的策 略，为越南旅游企业今后的人力资源培训开发起到指导作用。 本文的第一章是绪论，介绍本文的研究背景与研究意义、研究目的与研究 内容、研究方法。第二章是文献综述，包括人力资源培训开发的概念、员工绩 效的概念、组织认同的概念，及三者间关系的国内外文献，同时提出本文的理 论基础，员工激励理论和柯氏四级培训评估模型。第三章是越南旅游行业的概 况、人力资源培训开发的特点及存在的问题。第四章是实证研究设计，对人力 资源培训开发、组织认同和员工绩效这三个因素分别设计问卷量表，并对三个 变量之间的关系提出理论模型。第五章是实证数据分析，对调查数据进行描述 性分析，验证信度和效度，并针对各个变量之间做相关分析、组织认同的中介 作用进行回归分析。第六章是全文的总结部分，包括研究结论、管理建议、研 究的局限性和对未来研究方向的展望。 II 本文得出的结论如下：（1）对三个变量在人口统计学变量上差异的分析得 出，性别对人力资源培训开发、组织认同、员工绩效的影响均不显著。不同年 龄被试在员工绩效上无显著差异，在人力资源培训开发、组织认同上差异显著。 不同学历被试在组织认同上无显著差异，在人力资源培训开发、员工绩效上差 异性显著。不同工作年限被试在三个变量上的差异均显著。（2）人力资源培训 开发的各维度对员工任务绩效和关系绩效具有正向作用。（3）组织认同在人力 资源培训开发对员工任务绩效起到部分中介作用，对员工关系绩效起到完全中 介作用。 关键词：越南旅游企业；人力资源培训开发；员工绩效；组织认同 III ASTUDYONTHEREALTIONSHIPBETWEENHUMAN RESOURCETRAININGDEVELOPMENTAND EMPLOYEEPERFORMANCEINVIETNAMESETOURISM ENTERPRISES——ORGANIZATIONALIDENTITYASAN INTERMEDIARYVARIABLE ABSTRACT Vietnam'stourismindustryhasshownanunprecedentedgoodgrowthtrend.At present,theoverallqualityofVietnamesetourismemployeesisnothigh,talent mobilityisstrong,thetourismindustry'soverallqualityofserviceandefficiencystill havegreatroomforimprovement.Basedonthepreviousresearchresultsandthe characteristicsoftourismenterprisesinVietnam,thispaperconstructsamodelof "humanresourcetrainingandDevelopmentasFoshanemployeeperformance",and putsforwardrelevanthypotheses.Then,thispaperanalyzestherelationshipamong HumanResourceTraininganddevelopment,employeeperformanceand organizationalidentity,andputsforwardsomestrategiestooptimizeandenhancethe effectivenessofhumanresourcetraininganddevelopment,itwillplayaguidingrole inthefuturehumanresourcestraininganddevelopmentofVietnamesetourism enterprises. Thefirstchapteristheintroduction,whichintroducestheresearchbackground, significance,purpose,contentandmethods.Thesecondchapterisliteraturereview, includingtheconceptofhumanresourcetraininganddevelopment,theconceptof employeeperformance,theconceptoforganizationalidentity,andtherelationship betweenthethreedomesticandforeignliterature.Atthesametime,itputsforward thetheoreticalbasisofthispaper,thetheoryofemployeemotivationandthe four-leveltrainingevaluationmodelofCoriolis.Thethirdchapteristhegeneral situationofVietnam'stourismindustry,thecharacteristicsofhumanresourcetraining anddevelopment,andtheexistingproblems.Thefourthchapteristheempirical IV researchdesign,whichdesignsthequestionnaireforthethreefactorsofhuman resourcetrainingdevelopment,organizationalidentityandemployeeperformance, andputsforwardthetheoreticalmodelfortherelationshipbetweenthethree variables.Thefifthchapterisempiricaldataanalysis,descriptiveanalysisofsurvey data,verificationofreliabilityandvalidity,andregressionanalysisofthemediating roleofcorrelationanalysisandorganizationalidentityamongvariousvariables.The sixthchapteristhesummaryofthewholepaper,includingtheresearchconclusion, managementsuggestions,limitationsoftheresearchandtheprospectofthefuture researchdirection. Theconclusionofthispaperisasfollows:humanresourcetraining development,organizationalidentityandemployeeperformance:1.Theanalysisof thedifferencesamongthethreevariablesindemographicvariablesshowsthat genderhasnosignificantimpactonhumanresourcetrainingdevelopment, organizationalidentityandemployeeperformance.Therewasnosignificant differenceinemployeeperformanceamongthesubjectsofdifferentages,but significantdifferenceinhumanresourcetrainingdevelopmentandorganizational identity.Therewasnosignificantdifferenceinorganizationalidentityamong subjectswithdifferenteducationalbackground,butsignificantdifferenceinhuman resourcetraininganddevelopment,andemployeeperformance.Therewere significantdifferencesinthreevariablesamongthesubjectswithdifferentworking years.2.Eachdimensionofhumanresourcetrainingdevelopmenthasapositive effectonemployeetaskperformanceandrelationshipperformance.3anizational identityplaysanintermediaryroleintheinfluenceofhumanresourcetrainingand developmentontaskperformanceandrelationshipperformance. KEYWORDS:Vietnamesetourismenterprises;humanresourcetrainingand development;employeeperformance;organizationalidentity V 目录 摘要......................................................................................................................I ABSTRACT............................................................................................................III 目录........................................................................................................................V 一、绪论................................................................................................................1 （一）研究背景与研究意义...................................................................................................1 1.研究背景.....................................................................................................................1 2.研究意义.....................................................................................................................2 （二）研究目的与研究内容...................................................................................................2 1.研究目的.......................................................................................................................2 2.研究内容.......................................................................................................................2 （三）研究方法.......................................................................................................................3 二、文献综述........................................................................................................5 （一）相关概念.......................................................................................................................5 1.人力资源培训开发概述.............................................................................................5 2.员工绩效概述.............................................................................................................5 3.组织认同概述.............................................................................................................6 （二）理论基础.......................................................................................................................6 1.员工激励理论.............................................................................................................6 2.人本管理理论.............................................................................................................7 3.柯氏四级培训评估模型.............................................................................................7 （三）人力资源培训开发、员工绩效、组织认同三者间关系的综述..............................8 1.人力资源培训开发与员工绩效的关系研究.............................................................8 2.人力资源培