由於近年來國際觀光旅館況展迅速,各旅館無不想留住公司內優秀的人才,增加競爭力。然而,旅館從業人員常因為無法各種壓力而辭職,因此,員工的滿意度與留任意願成了管理階層非常關心的議題。本研究藉由探討臺灣東部國際觀光旅館,組織氣候對員工的工作滿意及留任意願,來瞭解東部國際觀光旅館從業人員之員工滿意及留任意願,並提供研究結果與建議。 本研究的主要目的為:一、找出影響組織氣候之主要因素,分析各項因素對留任意願之影響效果;二、分析各項影響組織氣候之主要因素對工作滿意之影響效果;三、分析工作滿意對留任意願之影響效果;四、比較不同人口統計變數者在留任意願上是否具有差異。 本研究採用配額抽樣法,分別致電11家台灣東部的國際觀光旅館徵求研究許可,因時間與人力之限制,最後僅針對9家國際觀光旅館進行抽樣。研究問卷參考Gupta(2008)、Schneider與Bartlett(1975)以及Patterson等人(2005)的量表,並根據本研究的需要加以修改,發展結構式問卷。共發放300份問卷,回收186份有效問卷,有效回收率為62.0%。問卷結果利用SPSS 18.0進行相關、迴歸,以及單因子變異數等分析。 研究結果顯示:一、組織氣候可分為「組織的支持」、「組織的運作」、及「同事的互動」,三個構面;二、組織氣候對員工的留任意願與工作滿意有部分的顯著影響效果;三、員工的工作滿意對留任意願有顯著的影響效果;四、不同人口統計變數中,「旅館別」在留任意願上有顯著差異。
International tourist hotels had extended rapidly in recent years. Hotel managers try to retain competent employees. Staff job satisfaction and retention had always been big issues for hotel managers. The purpose of this research is 1) to look for factors that affect organizational climate; 2) to see how the factors affect employee job satisfaction and intention to stay; 3) to better understand relationship between job satisfaction and intention to stay; 4) to compare demographic differences with intention to stay among employees. Quota sampling is applied among 9 international tourist hotels in Eastern Taiwan. The questionnaire was modified from research models of Gupta (2008), Schneider and Bartlett (1975), and Patterson et al. (2005). 300 questionnaires were distributed. 186 valid questionnaires were collected. The effect response rate was 62.0%. The research outcome is: 1) organizational climate is affected by organization supports and operation, and employees’ interpersonal relationships; 2) staff job satisfaction and intention to stay are partially affected by organizational climate; 3) staff job satisfaction is positively relate to intention to stay; 4) among demographics, only hotel differences has influence on staff intention to stay.