导游人员离职影响因素分析及对策研究——以广东南湖国际旅行社为例

导游人员是旅游业的灵魂,导游人员离职率居高不下,引起业界的广泛关注。以广东南湖国际旅行社为例,在问卷调查和个案访谈的基础上分析影响导游离职的关键因素,并通过研究借鉴南湖国旅应对导游流失的策略,探讨其改进措施,为其他旅行社企业控制和改善导游人员的流失问题提供有效的对策。     

表层扮演对员工离职倾向的影响：情绪耗竭的中介作用与组织支持的调节效应

随着消费经济的兴起与服务业的发展,企业服务性岗位员工因情绪劳动引发的负面效应越来越受到理论界和实践界的关注。文章基于资源保护理论与组织支持理论,以通讯公司客服人员为研究对象,探讨表层扮演对离职倾向的影响机制,重点分析情绪耗竭的中介作用与组织支持的调节效应。研究发现：表层扮演会影响员工的离职倾向;情绪耗竭在表层扮演与离职倾向的正向关系间具有完全中介作用;组织支持感和主管支持感对表层扮演和情绪耗竭的关系具有调节效应。研究结论丰富和发展了情绪劳动的理论模型,并提出企业可以采取相应的干预措施缓解员工由于表层扮演带来的情绪耗竭和离职倾向问题。     

浅析高校教师周转住房改革问题

高校教师周转住房的管理关系到高校青年教师的切身利益,关系到高校师资队伍的稳定,也关系到高校健康、快速和可持续发展。目前高校教师周转住房存在着供需矛盾突出、周转率低、租金标准低等问题,提出改革周转住房管理制度,引入市场机制,建立新的管理模式,解决高校周转住房供需矛盾,提高周转住房使用效率。     

劳动力区域流动及Todaro模型演进发展综述

劳动力流动是一个国家工业化现代化过程中必然出现的现象。所谓流动包含劳动力由传统产业地区向现代产业地区流动、由欠发达地区向发达地区流动、由劳动力过剩地区向劳动力缺乏地区流动。这些流动动因往往相互叠加，难以单独识别。推拉理论将这些因素划分为“推力”和“拉力”两个范畴，解决了劳动力流动因素的识别问题。本文在推拉理论的基础上，梳理了定量研究劳动力流动的模型Todaro系列模型的演进发展过程及其应用于实证所面临的问题，以期为我国调查统计数据的编制及社科调查的维度框架提供有意义的参考。     

Job Embeddedness as a Moderator of the Impact of Organisational Justice on Turnover Intentions: a Study in Iran

The purpose of this study was to examine job embeddedness as a moderator of the effects of distributive, procedural and interactional justice on turnover intentions. This study also investigated the relationship between the aforementioned justice dimensions and turnover intentions. Data were gathered from a sample of full‐time frontline hotel employees with a time lag of 2 weeks in Iran. The results demonstrated that the negative effects of distributive, procedural and interactional justice on turnover intentions were stronger among frontline employees with high levels of job embeddedness. The results further revealed that these justice dimensions had negative relationships with turnover intentions. Copyright © 2012 John Wiley & Sons, Ltd.     

Exploring the impacts of internal crisis communication on tourism employees insights from a mixed-methods study

Internal crisis communication is a critical yet understudied component in crisis management in tourism and hospitality management. Guided by the language expectancy theory, this study tested the effects of message frequency and transparency on internal crisis communication outcomes among tourism employees. This study adopted a mixed-methods approach. The qualitative component included 20 interviews, and the quantitative component involved a national survey of 804 completed responses from tourism workers. The qualitative findings showed that following the onset of a major crisis, tourism employees often expect timely and transparent communication from their employers. Effective communication enhances the employer-employee relationships and employers' commitment to the organization. The quantitative findings supported these notions and indicated that transparent internal crisis communication reduces turnover intentions. The findings provide insights into conceptualizing internal crisis communication in tourism by incorporating message frequency and transparency. This paper also offers practical implications and suggests several future research areas.