China Comfort Nanjing International Travel Agency Employee Loyalty Status And Countermeasure Research

Thomas Pi Kaidi describes 21st century as an era when capital income ratio continues to decline and the human resources become increasingly competitive in the "21st Century Capital". When technological progress can not explain the economic development purely by itself, the human resources, as an important variable, will have an immeasurable impact on the core competitiveness of enterprises. Thoughts on human, employee loyalty which the author said will be inevitably involved. Contact between employees and the company once produced, it will form a certain psychological contract. When an organization breaches psychological contract, whether intentionally or unintentionally, powerful psychological gap will enable employees have a huge negative emotions, thereby affecting employee loyalty. So I intended to analysis the social person in this ambitious proposition and research where employee loyalty comes from in the end from the psychological contract.Of course the article carried out, is bound to be targeted, so I certainly will propose appropriate management measures in the article, in addition to research the relationships behind employee loyalty and the psychological contract. Framework of this paper can be generally as follows:the first is to conduct a summarization of study at home and abroad. Actually study abroad of psychological contract is a long history.Tracing the source, I can discover how to define the employee loyalty, how to influence the business development and what kind of model can be reasonable with research.So this paper also designed a questionnaire. The key factors are analyzed to explore what factors affect employee loyalty in the end through investigating the staff of Nanjing Comfort International Travel Service. Conclusions roughly as follows:(1)Overall, the employee loyalty of tourism enterprises is not optimistic. Except married and professional tourism practitioners are relatively loyal, the rest of practitioners speak little loyalty.(2) Subdivided, the corporate loyalty of married persons is relatively high, and staff’s awareness of their wage, the expectations of return and the recognition of the company’s prospects and tourism industry, all of these have a positive impact on the loyalty.(3) Then I divided the loyalty into corporate loyalty and professional loyalty, finding that for the former, marriage status, whether part-time income, promotion channels, social recognition and age status are important factors; for the latter, except for these external factors, includes the relationship between colleagues, policy factors, and so on. In further explanation, walds values show that employees age, the degree of the optimism of career prospects and the degree of job satisfaction have the greatest impact on staff loyalty.(4) As a factor, the impact of psychological contract on loyalty is great. Specifically, contrary to the psychological contract will bring sudden drop of loyalty, especially interpersonal aspects.(5) Competitive salary system, a good working environment and moderate relationships will bring comfort to employees, so as to enhance the loyalty of their businesses.In this regard, I believe that the psychological contract, as an important variable affecting employee loyalty, deserves attention. In addition to prescribing the rights and obligations of both parties by rigid rules and regulations, how to grasp the psychological expectations of employees, establish mutual trust, enhance the enthusiasm of staff and combe their sense of responsibility, are ways to improve employee loyalty, and also the key of long-term growth for a business.