The Study On The Impact Of Hotel Staffs’ Person-organization Fit On The Pay Satisfaction

Changing consumer market, global competition and a sharp increase in operating costs,promote the hotel industry to improve service quality to meet customers’ needs and desires. Intheir stead is the implementation to ensure that the best people and organizations hoteloperators and managers should be to mobilize the enthusiasm of the staff as a fundamental,traditional static single administrative functions and personnel management has been unableto meet the new changes in the hotel industry, fit modern scientific management. Paysatisfaction as an important factor in one of modern management directly affect whether thehotel can motivate employees, attract and retain employees. Pay satisfaction study abroad fornearly30years of research history and achieved fruitful results. Domestic research in thisfield has also made some progress, but the person-organization fit perspective like not much.To the hotel staff for the study, in the review individuals at home and abroad-organizationfit an d pay satisfaction research literature on the basis of, the use of the questionnaire methodof Yantai, the10-star hotel (five-star two, four-star three-star five) staff to investigate the useof factor analysis, analysis of variance, regression analysis data and analysis of the results, thehotel staff salary satisfaction demographic variable differences in person-organization fitvalues fit, demand-the ability to fit in need-supply fit the three dimensions of the relationshipbetween pay levels, benefits, salary promotion and compensation management satisfactionand impact on the hotelthe staff of human resource management practice of constructivesuggestions, hotel staff person-organization fit the pay satisfaction follow-up study withrecommendations to deepen in the further.Through the research, we can draw conclusions as follow:1、The hotel staff salary satisfaction is generally low, did not reach the level of moderatesatisfaction, on the four dimensions of pay satisfaction, the satisfaction of the pay and benefits,followed by the satisfaction of pay, promotion and pay levels for the hotel staffthe lowestsatisfaction for compensation management.2、The hotel staff person-organization fit is relatively low, overall in the medium fit below the level of the point of view of the person-organization fit three dimensions, values fit thehighest, followed by demand-the ability to fit the needs of the hotel staff-supplyfit aminimum.3、Different gender, age demographic variables of the hotel staff and pay satisfaction had nosignificant effect, different education, jobs and different hotel levels have different effects onsome dimensions of pay satisfaction. Performance has a significant effect on post-pay levelsand pay satisfaction, academic factors have a significant impact for remuneration, promotionand salary management, hotel star level is significantly related to employee benefits andcompensation management.4、 Person-organization fit there was a significant impact on the hotel staff salarysatisfaction.5、Values fit in the four dimensions of pay satisfaction has a significant positive effect, andneed-supply fit the satisfaction of the level of remuneration and compensation management,benefits and salaries promotion negative effect,demand-the ability to fit on compensationmanagement has a significant negative impact, while the other three satisfaction dimensionshas a good role in promoting.