Research On Employee Loyalty In Small And Medium - Sized Catering Enterprises

With the rising of people’s living standards, restaurant industry in our country has made a great progress. But it is not suitable with the rapid-growing of restaurant industry, that catering enterprises in our country are facing the problem of serious loss of staff, poor quality of service, the intense competition, short service life and so on. These problems are especially prominent in small and medium-sized catering enterprises, of which the high employee turnover rate is most serious. Employee turnover will bring a lot of trouble to the catering enterprises, such as the decrease of the quality of the service, the increased cost of training management, the decline in business efficiency, the loss of customers and other problems. How to reduce the employee turnover rate, improve employee loyalty for the catering enterprise, is a long-term work for the catering enterprise managers that must do well.This paper takes xi’an small and medium-sized catering enterprises employees as the research object, on the basis of reading the relevant literature, the employee loyalty questionnaire in small and medium-sized catering enterprises has been designed. This questionnaire covers three part, they are personal characteristic, measurement dimensions of loyalty and loyalty scale, loyalty influence factors scale. Personal characteristic table contains gender, marital status, birth place, education, working years, job, salary; Loyalty measurement dimension reference OCQ scale that be compiled by Mayer & Allen, and joined the staff loyalty scale; The influence factors of employee loyalty scale based on previous research, summarized as individual cognition, the hotel culture, salary incentive system, the operating conditions of the hotel, occupation ductility, interpersonal relationship, leadership charm. We used SPSS 19.0 and AMOS 17.o for the data from questionnaire to analyze the following processing:firstly, to make a whole sample analysis on the base of the data from the sample; secondly, according to the individual differences to make single factor analysis of variance, in order to determine which individual differences (gender, marital status, birth place, education, working years, job, salary) in personal characteristics will affect employee loyalty; again according to the employee loyalty influence factors scale and the loyalty employee scale make the model fitting, constructing a structural equation, in order to verify the paper assumes that the part was established; finally make a importance factor ordering in each dimension of loyalty, and list impact factors which will be paid more attention by employee in every dimension of loyalty, so that these impact factors could be attended by the managers in the management of catering industry.The results of this study indicate that individual differences (gender, marital status, birth place, education, working years, job, salary) in catering enterprises’ employees will affect the employee loyalty to the enterprise. We construct the structural equation model in the research hypothesis also supported by the data:Individual cognition and the hotel culture are positively correlated with emotional loyalty, in which the individual cognition has higher correlation with the emotional loyalty; Salary incentive system、the operating conditions of the hotel、occupation ductility are all positively correlated with continued loyalty, in which occupation ductility and the operating conditions of the hotel have higher correlation with the continued loyalty; Interpersonal relationship and leadership charm are positively correlated with normative loyalty, in which the leadership charm has higher correlation with the normative loyalty; Emotional loyalty、 continued loyalty、normative loyalty are positively correlated with employee loyalty, in which the normative loyalty and the emotional loyalty have higher correlation with the employee loyalty. When we make a importance factor ordering in each dimension of loyalty, we found that employees are more take a fancy to individual cognition in the dimension of emotional loyalty; In the dimension of continued loyalty, employees are more take a fancy to the operating conditions and the operating conditions of the hotel; In the dimension of normative loyalty, employees are more take a fancy to interpersonal relationship.Through the empirical data analysis, this paper combining previous research results, for small and medium-sized catering enterprises staff loyalty management put forward some personal suggestions. The first, improve the recruitment system. The secondly, establish appropriate catering industry culture. The thirdly, we should make perfect staff career planning, and pay attention to employee training. At last, caring staff, build harmonious enterprise human relations. I hope these suggestions can really play a practical significance in the management of catering enterprises, reduce the rate of employee turnover.