桂林市酒店员工对顾客满意度的服务感知分析

目前国内关于饭店顾客满意度的影响及问题的研究已有一定基础,但研究多从顾客角度出发,从员工角度出发的较少。文章通过问卷调查法,了解桂林市酒店员工对顾客满意度的认识与感知程度。通过调查数据,对顾客满意度以及员工满意与酒店服务质量的关系进行分析,对于怎样提高桂林酒店顾客满意度进行探讨。     

提高当前我国酒店服务质量的对策研究

高质量的酒店服务能赢得更多的客户,提升企业的竞争力,提高酒店经济效益。当前酒店服务质量存在的问题主要有：缺乏规范有效的服务质量管理体系,酒店整体服务意识淡薄,酒店缺乏一支稳定的高素质的员工队伍,设施设备的维修保养不及时等方面。可通过树立“全面质量管理”理念、强化酒店员工的整体服务意识、组建优质客户服务团队、注重满足客人个性化需求、加强酒店设施设备的配备和保养等方面有效提高服务质量。     

内部营销对酒店员工工作满意的影响研究——以组织承诺为中介变量

内部营销将员工视作企业的内部顾客,以员工工作满意为核心,通过营造各种体验来刺激企业员工反馈以形成一定程度的组织承诺。文章以员工组织承诺为中介变量,探讨酒店内部营销对员工组织承诺和员工工作满意影响,研究结果显示:酒店内部营销对员工组织承诺、员工组织承诺对员工工作满意、内部营销对员工工作满意均有正向影响,但酒店内部营销对组织承诺的五个构面影响不一致,组织承诺的五个构面对员工工作满意的影响也不一致。组织承诺在内部营销与员工工作满意中起部分中介作用。     

人本管理在酒店管理中的价值与应用

我国经济发展带动了酒店行业的迅速发展,高素质人才成为酒店关注的重点对象,人本管理的有效应用能够从根本上提高员工综合素养,在酒店行业发挥重要价值。酒店采用人本管理模式适当授权给员工,可激发员工工作热情,进而提高酒店整体服务质量,为酒店长久发展打下坚实基础。     

基于因子分析的高星级酒店员工满意度影响因素研究——以A酒店为例

三亚作为高星级酒店的汇聚地酒店之间竞争激烈,提高酒店员工满意度是改善酒店服务质量,提高顾客满意度的前提。本文将以三亚A度假酒店为例,通过对酒店员工进行访谈及满意度问卷调查,结合数据在马斯洛需求层次理论基础上进行因子分析,进一步研究酒店员工满意度现状。     

无锡希尔顿酒店服务质量提升对策研究

本文通过对无锡希尔顿酒店顾客和员工状况调查,从酒店外部顾客到内部员工找出服务质量上的问题并提出相应的对策,以期为该酒店经营管理改善提供参考.     

上海市旅游行业CSI数字化信息评价系统

上海悦林企业管理有限公司（SHANGHAI YUELIN CORPORATE MANAGEMENT CO,．LTD）是一家专注于旅游行业顾客满意领域的研究,面向全国各类旅游行业。为旅游服务企业提供行业行风测评、顾客和员工满意度测评、酒店管理、啄木鸟检查和服务质量注册检查员培训及注册的专业机构。     

控制质量的关键在“人”

酒店对客服务的提供者是员工，他们的行为直接影响服务质量的优劣。员工个体行为的不确定性和随机性，决定了服务质量具有不稳定性。因此，只有在合适的环境、良好的气氛下开心工作，才能有力地感染客人，保证服务质量。服务质量的控制最主要还是对人的控制。酒店真正做到以人为本管理员工，也就管好了服务的大半。尊重员工。尊重和善待每一位员工，员工才会善待每一位客人，才会在规范的标准内，体现优质的个性化服务。尊重员工，更要重视感情投资，确立员工的“集体精神”、“主人翁意识”，不能仅仅将员工看成是饭店花钱雇佣的劳动工具。…     

基于“ES”理念的酒店员工满意度提升策略

随着市场经济的飞速发展,中国酒店业异军突起,成为国民经济中发展较快的行业之一。酒店业内人士越来越清楚地认识到质量是酒店生存与发展的生命线,是酒店参与市场竞争的基础。然而,酒店和顾客之间的联系纽带——员工在酒店经营中起着非常重要的作用,研究分析也表明员工的满意度得到提高,其责任感和使命感将会加强,酒店的服务质量也会得到提升。因此,以星级酒店员工为调查对象,利用SPSS17.0软件分析了酒店员工满意度的现状,继而以"ES"理念为背景,构建和谐、快乐的工作环境为基础,提出酒店员工满意度提升的策略。     

强化企业文化建设 提升员工满意度

一、开展酒店企业文化建设与提升员工满意度的重要意义 酒店业是服务型行业,在酒店的经营过程中,要想提高宾客满意度,就需要员工提供专业稳定的服务质量,需要员工在对客服务过程中完整地演绎和传递酒店的服务理念和服务标准,令客人在酒店入住过程中获得愉悦的体验,留下美好的回忆.员工对客人的重视和关爱,换来的是客人对酒店品牌的忠诚和认可,从而创造更多的“回头客”.     

The impact of employee satisfaction on quality and profitability in high-contact service industries

The extant operations management literature has extensively investigated the associations among quality, customer satisfaction, and firm profitability. However, the influence of employee attributes on these performance dimensions has rarely been examined. In this study we investigate the impact of employee satisfaction on operational performance in high-contact service industries. Based on an empirical study of 206 service shops in Hong Kong, we examined the hypothesized relationships among employee satisfaction, service quality, customer satisfaction, and firm profitability. Using structural equations modeling, we found that employee satisfaction is significantly related to service quality and to customer satisfaction, while the latter in turn influences firm profitability. We also found that firm profitability has a moderate non-recursive effect on employee satisfaction, leading to a “satisfaction–quality–profit cycle”. Our empirical investigation suggests that employee satisfaction is an important consideration for operations managers to boost service quality and customer satisfaction. We provide empirical evidence that employee satisfaction plays a significant role in enhancing the operational performance of organizations in the high-contact service sector.     

Using integrated quality assessment for hotel service quality

In the age of growing foreign tourism, providing excellent quality service at hotels is increasingly more important. Service quality and customer satisfaction have gradually been recognized as key factors used to gain competitive advantage and customer retention. Most companies conducted satisfaction surveys of their customers, with a view of using analysed results to identify attributes of potential improvement. However, this kind improvement decisions on the attributes with a lower satisfaction level needs not to be appropriated. Thus, to achieve higher levels of overall satisfaction with the hotel experience, this study combined four simple methods, including Kano’s model, refined Kano’s model, Importance-Satisfaction model, and the Improvement index, to evaluate two types of hotels. The integrated approach of service quality measurement is based on the importance and satisfaction survey of the quality attributes. The survey, with 24 attributes and service items, were administrated to a random sample of 400 customers at one business hotel and one resort hotel in Taiwan. The strategies of these two kinds of hotels were compared and discussed in this study. On the basis of the key quality attributes identified by employing the integrated approach, which are significantly different from those identified on the basis of a simple satisfaction survey, hotels can make appropriate decisions on specific areas for improvement to further enhance the hotel service quality in Taiwan.     

基于多元回归分析的高星级酒店员工满意度研究——以长沙市高星级酒店为例

酒店员工满意度问题一直受到业界和学界的普遍关注。本文通过对长沙市高星级酒店进行调查,获得基础数据,采用多元回归分析研究酒店员工满意度的影响因素,研究结果发现:晋升机会对员工满意度的影响最大,其次是薪酬,而工作本身对员工满意度的影响在统计意义上并不显著。     

Unit-level linkages between employee commitment to the organization,customer service delivery and customer satisfaction

Service profit chain and service climate research identifies the importance of employee attitudes and employee service behavior as mediating between organizational practices and customer satisfaction. While the importance of employee attitudes and customer service performance are acknowledged, there are calls to more precisely specify proximal mediators between employee attitudes and customer satisfaction. We propose a model in which the relationship between unit-level organizational commitment and customer attitudes is not direct but mediated via employees' customer service delivery including queuing time, serving time and service quality. We conducted a longitudinal unit-level analysis (N = 39) aggregating employee (N over 893) organizational commitment and customer (N over 1248) satisfaction data, and customer service behavior drawn from organizational records. Our model received reasonable support from basic tests of the predictive associations between unit-level organizational commitment, customer-relevant employee behaviors and customer satisfaction; however, organizational commitment was not found to be an important predictor in more rigorous change analyses. The findings as a whole therefore suggest that organizational commitment is a feature of units delivering fast, quality service, but its causal role is as yet unclear.     

饭店业工作要求对员工工作态度的影响研究——JD-R模型在中国饭店业情境下的验证

如何缓解饭店业员工工作压力、提高员工工作满意度和降低其离职意向,已成为业界与学界共同关注的焦点。本文运用6家饭店271份调查问卷结果,采用PASW18.0多元调节回归分析对工作要求-资源模型(JD-R)进行了验证,结果表明:工作要求和工作资源都分别对工作态度具有主效应;工作控制没有在工作要求即员工工作态度间起调节作用;一般自我效能仅在超负荷工作量-工作满意度、人际冲突-离职意向间起调节作用。此研究结论对饭店业人力资源管理实践具有一定启示意义。     

Employee attitudes,customer satisfaction,and sales performance: assessing the linkages in US grocery stores

Using store‐level panel data for a major supermarket company, we investigate the linkages between employee attitudes, customer satisfaction, and sales performance, while controlling for observed and unobserved differences across stores. We find that employee attitudes positively affect customer satisfaction with service but do not affect customer satisfaction with quality or value. Additionally, we find that customer satisfaction with service positively affects sales performance. Our results suggest that employee attitudes affect sales performance through their impact on customer service. Copyright © 2008 John Wiley & Sons, Ltd.     

浅谈如何规划酒店员工的职业生涯

二十世纪以来,"竞争"这个词在企业经营和发展中无不与之息息相关,紧密地联系在一起。社会在经历了价格竞争、质量竞争和服务竞争以后,在当今已开始进入了一个崭新的阶段,这就是人才的竞争。特别是对于酒店业来说,随着对外开放步伐的加快和经济的快速发展,酒店业的竞争日趋白日化。酒店要得以发展,必须要留住人才,必须要有一个强大的人才阶梯队伍,而员工的职业生涯规划对于人才阶梯队的创建就会起到非常重要的作用。     

Chinese hotel employees in the smiling masks: roles of job satisfaction,burnout, and supervisory support in relationships between emotional labor and performance

Using survey data obtained from 206 frontline hotel employees (Study 1) and 111 employee–supervisor dyads (Study 2), we examined how the emotional labor of hotel employees was associated with affective and behavioral outcomes. We found that surface acting was negatively related to job satisfaction but positively related to burnout. Meanwhile, deep acting was positively related to job satisfaction but negatively related to burnout. Additionally, job satisfaction and burnout were found to mediate the relationship between emotional labor and work performance. We further found that supervisory support moderated the relationships between emotional labor and job satisfaction and burnout.     

Reducing employee turnover through customer contact center job quality

Despite the rapid growth of customer contact centers (CCCs), high-quality jobs for employees of such centers remain a challenge, as evidenced by the high employee turnover rates in this industry. This study, therefore, conceptualizes and operationalizes a CCC job quality construct to determine its impact on job satisfaction, affective commitment and employee turnover, using a sample of 577 CCC employees of B2C service industry organizations in the Netherlands. An extensive quantitative study using structural equation modeling reveals that CCC job quality has a direct, positive impact on job satisfaction and affective commitment and a strong indirect negative effect on employee turnover. Thus, job quality is crucial for reducing employee turnover rates; this study offers managers clear guidelines on how to improve that quality.