Applied Psychological Contract Research On Hotel Employee Turnover

Since the reform and opening was carried out, hotels have turned their roles from the original departments managed by our government as its service branches to currently enterprises which are cut adrift and assume sole responsibility for its profits or losses. Hotel industry has gained a great new chance to develop especially since the multiplex investors were supported. Though this industry has progressed much for more than twenty years development, a big gap still exists when compared with international level as a whole. The gap extends when referring human resources management. Some factors like low doorsill to enter, young age of the basal employees and etc. result in liquidity ratio of employees in a high level.The human resources are groundwork of hotels for its service attribute of this industry. First-rank employees are main factor to prevail from currently dog-eat-dog competition. While lose of employees brings about a series of questions. In such an environment, how to guarantee human resource to serve a hotel chronically and effectively going with its development is the goal and value of restaurant human resource management. It assures that employees don't keep a slack hand while the inner- and outer- environment changes.Theory research and practical research have been used to find ways of reducing the hotel employee turnover. Psychological contract talked about in this paper contains the beginning and growth of this conception, the forming procession and its contents. Related theories home or overseas has been summarized as well. The conceptions of employee turnover and its influence on hotels have been given simply. Based on these, a conclusion that harmonious psychological contract agglomerates human resources while psychological contract violation disperses human resources has been especially stressed on. In the end of this paper, five pieces of suggestions have been brought forward based on measure and research of the contents of psychology contract of hotel employees, according to the actual operational experiences of hotels of our country and combined with theories of human resources management and Organization Behavior. These suggestions are: 1, the management ability of hotels leaders should be promoted and psychological contract be given enough recognition. 2, the management of psychological contract should be put in practice from soup to nuts. 3, nicer enterprise culture be established. 4, keep communication. Good and available ways should be set up. 5, effective remedial scheme be carried into execution to prevent employee turnover while psychological contract violation takes place.