本研究檢討影響旅館從業人員留任意願的相關因素,分析各項因素對留任意願的影響效果,並比較不同「個人特質」與「類別」旅館員工在留任意願的差異性。由高雄市三種不同類別旅館從業人員的實證研究中發現:(1) 「成就感」、「領導統御」、「人際關係」、「升遷」、「薪資福利」、「工作環境」對員工留任意願有顯著的影響效果,其中以「領導統御」對留任意願的影響最大。(2)除了「年齡」之外,不同「性別」、「學歷」、「婚姻」、「職稱」、「年資」、「薪資」、「部門」等個人特質的員工,在留任意願上並無顯著差異。(3)在不同旅館類別中,員工的留任意願有顯著差異,其中以一般旅館的留任意願最高,國際觀光旅館其次,商務旅館最低。
The study was to review the impact of hotel employees’ willing to retain on the relevant factors, analysis the effect of willing to retain and to compare “different qualities” and “categories” of hotel employees’ trtaining difference. Based upon the empirical survey of objects working at three different types of hotels in Kaohsiung City, the study discoversthe following results: First, the factors of “sense of accomplishment,” “leadership,” “interpersonal relation,” “promotion,” “benefits,” and “working environment” impact positively toward the employees’ willing to stay in their working positions. Among all, the factor of “leadership” has the deepest impact for those hotels. Second, excepting ages, different personal characteristics, such as genders, education levels, marriage, titles of positions, working experiences, salaries, working secotrs, have no significant effects to the employees’ willing to stay in positions. Third, employees working at different hotels have obvious differentiation toward the willing to stay in positions; those who work at general hotels own the highest significance, next are those who work at international tourism hotels, and those who work at business hotels are the last.