员工离职毕业论文.doc

组织承诺对旅行社员工离职行为的影响 摘要 中国旅游企业目前正面临着人才短缺以及人员频繁离职的严重问题，特别是中高层管理人才的流失问题尤其严重，不仅造成了旅游企业技能和经验的流失，而且直接威胁到企业的生存与发展，人力资源问题己经成为制约我国旅游业发展的瓶颈。 组织承诺是员工对组织的一种态度，它可解释员工为什么要留在某企业，是检验员工对企业忠诚程度的一种指标。国内学者在Meyer和Allen因素模型的基础上，提出了组织承诺五维结构模型，即感情承诺、理想承诺(西方模式中未曾提到)规范承诺、经济承诺和机会承诺。 本文将离职倾向作为衡量企业员工离职行为的重要变量，根据组织承诺影响企业员工离职行为的影响过程模型，系统阐述了组织承诺对旅行社员工离职行为的影响。以几大旅行社的不同部门和门市的旅行社员工为研究对象进行实证分析，得出如下一系列重要结论:旅行社员工的组织承诺存在结构和水平上的差异，表现为经济承诺水平最高，机会承诺次之，而情感承诺水平比较低;员工多以机会一经济承诺承诺为主导，故员工离职率较高;组织承诺先影响企业员工的离职倾向，再对离职行为产生作用等。 文章在最后论述了影响组织承诺水平的诸多因素，并就如何提高组织承诺水平，减少旅行社员工离职率问题，提出几点人力资源管理技术层面的对策。 关键词　旅行社;组织承诺;离职倾向; Abstract Tourism in China is currently facing the serious problem，of shortage of talented person, as well as the frequent staff turnover, especially the senior managers. The frequent flow of staff not only has resulted in great losses of enterprises skills and experience, but also has threaten to the enterprises survival and development. Nowadays, the problem of HRM(Human Resource Management) has become a bottleneck which restricts the development of national tourism. Organizational commitment is a kind of staff attitude towards organization, which could explain why the staff would like to stay in organization. And as an index, it is also used to check up the staffs enterprise loyalty degree. Based on Meyer and Allens factors model, national scholars organized the five-dimensional structural factors model,including affective commitment，ideal commitment(Western models that were not mentioned), normative commitment, continuance commitment, and occasional commitment. Using staffs turnover tendency as an important variable scaling the turnover behavior,this text narrates influence of organizational commitment upon employees turnover behavior,according to the theorectical foundation of the influence process. By studying several travel agencys staff from different departments, the text draws a series of important conclusions as follows: staffs organizational commitment has great differences in the structure and