由於國際觀光旅館擴充速度快又加上近年來台灣經濟水準不斷提升、國民所得增加與旅遊休閒時間加長,促使觀光產業蓬勃發展,國際觀光旅館從業人員在升遷和薪資方面所得到的滿足是工作相關因素中最低的。所以員工的異動一直是近年來餐旅業經營管理上所面臨的最大壓力之一,也是餐旅研究方面熱門的議題。 本研究主要目的是: 一、比較不同廚師背景在留任意願上的差異性;二、比較不同廚師背景對工作滿足上有顯著的差異;三、探討國際觀光旅館的廚師工作滿足與留任意願的關係;四、根據研究的發現,提出具體的建議,希望能提供國際觀光旅館等業界和學界作為參考依據。本研究以台南市和高雄市國際觀光旅館的廚師為研究對象,採用便利抽樣為抽樣方式,一共發放300份問卷,回收231份,有效問卷為231份,實際有效回收率為77%。利用描述性統計、T檢定、單因子變異數分析、因素分析、迴歸分析等進行統計分析。研究結果可供國際觀光旅館廚師的發展提供相關資訊與管理作為參考。 研究結果發現:一、工作滿足可分為:「升遷福利」、「領導機會」、「決策制度」、「榮譽感」四個構面。二、不同的廚師個人特質在留任意願方面,發現不同「年齡」的廚師在留任意願上有顯著差異。三、不同的廚師個人特質在工作滿足方面,發現不同「年齡」、「婚姻狀況」、「每月薪資所得」、「工作職位」有部分顯著,工作滿足在「升遷福利」、「榮譽感」與「留任意願」呈現正相關。四、廚師工作滿足對「留任意願」具有預測力存在。
The increases in income and leisure time of nationals make remarkable advances of the hospitality industry in Taiwan recently. The developments of international tourist hotels are also very well. In the relating factors of job satisfaction, the employees in international tourist hotels have low satisfaction in job promotion and salary. The problem of staff resignation becomes one of the main issues in hospitality industry management and academic research. The purposes of this study are: 1.To compare the differences of retentions of chefs in different background. 2.To compare the differences of job satisfaction of chef in different background. 3.To analyze the relationship between job satisfaction and retention of chef in international tourist hotel. 4.To propose suggestions based on the research findings with regards to the international tourist hotel industry and academia as the references. 300 chefs of the international tourist hotels were taken as the questionnaire subjects in Tainan City and Kaohsiung. 231 questionnaires are effective and the effect rate is 77%. Data of the study was analyzed by using Descriptive Statistics, Independent T-test, One-Way ANOVA, the Correlation, and the Multiple the Regression Analysis for statistical analysis. The findings: First, job satisfaction can be divided into four aspects, include Promotion Welfare, Leadership Opportunities, Decision-Making System, and Sense of Honor. Second, significant differences exist in chefs’ retention in different age. Third, the age, marital status, income salary, and job position of chefs have significant differences in job satisfaction. Job satisfaction has a positive significant correlation with Promotion Welfare, Sense of Honor, and Retention. Fourth, the job satisfaction has a predictive ability to the chef intention to stay.
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