本文選題：服務(wù)創(chuàng)新 + 薪酬分配公平感　； 參考：《華僑大學(xué)》2017年碩士論文

【摘要】：面對(duì)激烈競(jìng)爭(zhēng),創(chuàng)新是組織獲勝的關(guān)鍵。高星級(jí)酒店由于產(chǎn)品具有特殊性,服務(wù)創(chuàng)新對(duì)其而言十分重要。一線員工在服務(wù)創(chuàng)新中發(fā)揮著重要作用,參與了從發(fā)現(xiàn)問題、產(chǎn)生創(chuàng)意、實(shí)施新構(gòu)想等一系列過程。因此,重點(diǎn)在于如何提高其服務(wù)創(chuàng)新積極性�，F(xiàn)有服務(wù)創(chuàng)新前因變量的研究主要基于三大視角:員工個(gè)體視角、組織環(huán)境(客觀環(huán)境與心理環(huán)境)視角以及多變量交互視角。本研究在回顧服務(wù)創(chuàng)新研究三大視角相關(guān)文獻(xiàn)的基礎(chǔ)上,選擇薪酬分配公平感變量作為組織環(huán)境(心理環(huán)境)變量,內(nèi)在動(dòng)機(jī)作為員工個(gè)體變量,問卷調(diào)研了泉州、廈門的414位一線員工,通過SPSS17.0軟件對(duì)所獲數(shù)據(jù)進(jìn)行回歸分析、優(yōu)勢(shì)分析,分別實(shí)證研究了薪酬分配公平感對(duì)服務(wù)創(chuàng)新影響的獨(dú)立效應(yīng)以及薪酬分配公平感、內(nèi)在動(dòng)機(jī)對(duì)服務(wù)創(chuàng)新影響的交互效應(yīng)。得出以下主要結(jié)論:1.薪酬分配公平感對(duì)服務(wù)創(chuàng)新影響的獨(dú)立效應(yīng)檢驗(yàn)結(jié)果表明:薪酬分配公平感對(duì)服務(wù)創(chuàng)新、創(chuàng)新構(gòu)想產(chǎn)生、創(chuàng)新構(gòu)想實(shí)施都有顯著正向影響。結(jié)合優(yōu)勢(shì)分析結(jié)果發(fā)現(xiàn),雖然內(nèi)在動(dòng)機(jī)對(duì)服務(wù)創(chuàng)新、創(chuàng)新構(gòu)想產(chǎn)生、創(chuàng)新構(gòu)想實(shí)施都有顯著正向影響,但是薪酬分配公平感的積極作用不容忽視,尤其是在創(chuàng)新構(gòu)想實(shí)施階段,其激勵(lì)作用更加明顯。2.薪酬分配公平感與內(nèi)在動(dòng)機(jī)對(duì)服務(wù)創(chuàng)新影響的交互效應(yīng)檢驗(yàn)結(jié)果表明:當(dāng)被解釋變量為服務(wù)創(chuàng)新時(shí),交互項(xiàng)回歸系數(shù)為負(fù)(不顯著);當(dāng)被解釋變量為創(chuàng)新構(gòu)想產(chǎn)生時(shí),交互項(xiàng)回歸系數(shù)顯著為負(fù),這一實(shí)證結(jié)果也與“浪漫主義視角”觀點(diǎn)不謀而合。當(dāng)被解釋變量為創(chuàng)新構(gòu)想實(shí)施時(shí),交互項(xiàng)回歸系數(shù)為正(不顯著),雖然這一實(shí)證結(jié)果沒能驗(yàn)證研究假設(shè),但這正表明了薪酬分配公平感的積極激勵(lì)作用,有著理論的可解釋性。按照“動(dòng)機(jī)-工作循環(huán)匹配”理論,當(dāng)員工產(chǎn)生了創(chuàng)新構(gòu)想,外在激勵(lì)能促進(jìn)創(chuàng)新想法的實(shí)施。這一實(shí)證結(jié)果也與組織行為學(xué)中的“現(xiàn)實(shí)主義視角”觀點(diǎn)一致。因此,文章建議酒店管理者一是完善薪酬管理,提高一線員工薪酬分配公平感。二是針對(duì)服務(wù)創(chuàng)新活動(dòng)的多階段性,樹立一線員工服務(wù)創(chuàng)新的過程管理意識(shí),在不同的階段,采取不同的管理方式,以最大限度激發(fā)一線員工服務(wù)創(chuàng)新的靈感、促使創(chuàng)新構(gòu)思落地施行。
[Abstract]:In the face of fierce competition, innovation is the key to the organization's victory. The service innovation is very important for the high star hotel because of the particularity of the product. The front line employees play an important role in the service innovation, participate in a series of processes from the discovery problem, the creation and the implementation of the new idea. The research on the variables of existing service innovation is mainly based on three perspectives: employee individual perspective, organizational environment (objective environment and psychological environment) perspective and multi variable interaction perspective. On the basis of reviewing the related literature in the three perspectives of service innovation research, this study selects the compensation equity sense variable as the organizational environment. As an employee individual variable, the questionnaire investigated 414 front-line employees in Quanzhou and Xiamen. Through the regression analysis of the data obtained by the SPSS17.0 software, the advantages of the compensation distribution fairness to the service innovation and the fair sense of salary distribution were studied. The main conclusions are as follows: 1. the test results of the independent effect of the equity sense of salary distribution on the impact of service innovation show that the equity sense of salary distribution has a significant positive impact on service innovation, innovation concept production and innovation concept implementation. The new concept has a significant positive impact on the implementation of the innovation concept, but the positive role of the sense of equity distribution can not be ignored. Especially in the stage of the implementation of the innovation concept, the incentive effect of the.2. salary distribution is more obvious. When innovating, the coefficient of reciprocal regression is negative (not significant); when the explanatory variable is created by the concept of innovation, the reciprocal regression coefficient is significantly negative, and this empirical result coincides with the "romantic perspective" view. When the explanatory variable is implemented by the innovation concept, the reciprocal regression coefficient is positive (not significant), although this empirical result is the result. It is not able to verify the research hypothesis, but this is the positive incentive effect of the sense of fairness in salary distribution, which has a theoretical interpretability. In accordance with the theory of "motivation work cycle matching", when employees produce innovative ideas, external incentives can promote the implementation of innovative ideas. This empirical result is also the "realistic perspective" in organizational behavior. Therefore, the article suggests that the hotel manager should improve the salary management and improve the fair sense of salary distribution for the front-line staff. Two, it aims at the multi-stage of the service innovation activities, sets up the process management consciousness of the service innovation of the front-line staff, and takes different management methods in different stages to maximize the service of the front-line staff. The inspiration of innovation makes the creative idea come to the ground.
【學(xué)位授予單位】：華僑大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F719.2

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 顧遠(yuǎn)東;周文莉;彭紀(jì)生;;組織創(chuàng)新支持感與員工創(chuàng)新行為:多重認(rèn)同的中介作用[J];科技管理研究;2016年16期

2 陳國(guó)平;張?chǎng)?;服務(wù)創(chuàng)新能力對(duì)創(chuàng)新績(jī)效的影響——組織創(chuàng)新氛圍的調(diào)節(jié)作用[J];科技進(jìn)步與對(duì)策;2016年06期

3 孫敬水;林曉煒;;分配公平與經(jīng)濟(jì)效率問題研究進(jìn)展[J];經(jīng)濟(jì)問題;2016年01期

4 米捷;林潤(rùn)輝;;公平偏好如何影響開放式創(chuàng)新:一個(gè)基于計(jì)算經(jīng)濟(jì)學(xué)的研究[J];中國(guó)管理科學(xué);2015年12期

5 周春梅;張成心;;管理層權(quán)力、高管-員工薪酬差距與旅游企業(yè)績(jī)效[J];旅游學(xué)刊;2014年09期

6 薛賢;宋合義;陳曦;;薪酬分配公平與OCB之間關(guān)系的作用研究——價(jià)值認(rèn)同的調(diào)節(jié)作用[J];華東經(jīng)濟(jì)管理;2014年05期

7 王懷勇;李悅;;程序公正對(duì)員工創(chuàng)新行為的影響:內(nèi)部動(dòng)機(jī)的中介效應(yīng)研究[J];科技與經(jīng)濟(jì);2013年02期

8 徐虹;李璇;;酒店服務(wù)創(chuàng)新研究綜述[J];天津商業(yè)大學(xué)學(xué)報(bào);2013年02期

9 伍勇;梁巧轉(zhuǎn);周文光;魏澤龍;;基于合作博弈的開放式創(chuàng)新中參與主體收益分配方案研究[J];軟科學(xué);2012年10期

10 楊付;張麗華;;團(tuán)隊(duì)成員認(rèn)知風(fēng)格對(duì)創(chuàng)新行為的影響:團(tuán)隊(duì)心理安全感和工作單位結(jié)構(gòu)的調(diào)節(jié)作用[J];南開管理評(píng)論;2012年05期

相關(guān)博士學(xué)位論文 前2條

1 馮旭;服務(wù)創(chuàng)新過程中一線員工創(chuàng)新行為及其影響因素研究[D];電子科技大學(xué);2010年

2 劉云;組織創(chuàng)新氣氛對(duì)員工創(chuàng)新行為的影響過程研究[D];上海交通大學(xué);2010年

相關(guān)碩士學(xué)位論文 前3條

1 趙明蘭;變革型領(lǐng)導(dǎo)對(duì)員工創(chuàng)新行為的影響機(jī)制研究[D];西南財(cái)經(jīng)大學(xué);2013年

2 曹婷;顧客參與對(duì)員工服務(wù)創(chuàng)新行為的影響機(jī)制研究[D];浙江大學(xué);2012年

3 陳志剛;員工公平感與人力資源薪酬策略以及組織承諾的關(guān)系研究[D];浙江大學(xué);2003年

，

本文編號(hào)：2042340