饭店女性部门经理职业发展危机研究

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作者：范向丽 论文级别：博士 学科专业名称：旅游管理 中文关键词：饭店 ; 女性 ; 部门经理 ; 职业发展 ; 危机 英文关键词：hotel ; female ; department manager ; career development ; crisis 学位年度：2011 导师：郑向敏 学科代码：120203 学位授予单位：华侨大学

摘要

妇女发展是国家社会经济发展与文明进步的重要标志。随着社会的开放、观念的更新、新型产业结构的出现与发展,妇女人力的开发与应用越来越受到各国的关注与重视。越来越多的职业女性开始进入企事业单位的管理层,随之,女性从业人员才能的发挥、影响妇女就业的问题、女性就业结构的发展方向、女性在企业和行业的地位、社会对女性就业的公平、女性从业人员职业发展危机、女性人力资源开发与利用等女性人力问题已经成为世界性关注的课题。
     在服务业飞速发展的今天,饭店作为女性劳动力密集的行业,女性人力问题更为明显和严重。目前我国饭店业女性从业人员所占比例超过60%(杨云,2008)。但是,由于传统性别观念、工作-家庭冲突等多种因素使饭店女性从业人员在职业发展中遇到诸多阻力,职业发展危机重重,女性部门经理面临的职业发展危机更甚!而目前的理论研究现状是:饭店女性人力问题的理论研究严重滞后于饭店的实践活动,国内外关于饭店中层管理者的研究、特别是饭店中层管理者的职业发展危机研究少之甚少,理论研究成果非常有限。本研究选择饭店女性部门经理为研究对象(以福建省3星级以上女性部门(副)经理为研究样本),分析了饭店女性部门经理职业发展危机的生成因素,构建了饭店女性部门经理职业发展危机的因子分析模型,研究了饭店女性部门经理职业发展危机的预警体系,提出了饭店女性部门经理职业发展危机的防范与管理措施。本研究试图通过对饭店女性部门经理职业发展危机相关问题的深入、系统研究,为饭店女性部门经理职业发展危机的防范与管理提供对策,为饭店女性人力资源开发提供理论依据和实践指导。
     本研究的研究体系与研究内容如下:
     第1章:导论。本章研究内容包括:研究背景与问题的提出,研究对象及相关概念界定,研究目的与意义,研究方法与总体思路4个部分。
     第2章:国内外女性旅游从业人员研究综述。主要包括:①旅游中的性别研究。对国内外所有可搜集到的相关文献进行了评述,从中理出旅游性别研究的发展阶段、研究热点以及研究框架,并展望了旅游性别研究的发展趋势;②国外女性旅游从业人员研究。主要从农村目的地女性东道主(包括旅游从业人员)、外来女性旅游从业人员、旅游企业女性从业人员三方面对国外相关研究文献进行了综合评述;③国内女性旅游从业人员研究。主要包括少数民族女性旅游从业人员研究、乡村女性旅游从业人员研究、饭店女性从业人员研究等方面的文献研究。最后,在综合分析国内、外旅游从业人员研究现状的基础上,本文指出了国内旅游性别研究中的不足及饭店女性从业人员职业发展研究中的研究机会和空白点,提出本研究的主旨:饭店女性部门经理职业发展危机研究的理论价值。
     第3章:女性职业发展相关基础理论概述。主要包括:职业发展阶段理论(包括:萨柏(Donald E. Super)、施恩(Edgar H. Schein)、金斯伯格(EIi Ginzberg)、格林豪斯(J.H.Greenhaus)、廖泉文等5人的职业生涯发展阶段理论);提高职业发展成功概率的理论(包括:烧开水理论、绣花理论、马论、红叶子理论、焦点理论和球论等“廖氏理论”);女性职业理论(包括:职业性别隔离理论、工作与家庭关系理论、玻璃天花板理论、女性主义禀赋论、双职业生涯理论等相关理论);危机管理理论(包括:危机生命周期理论,企业危机管理的系统理论、结构理论、生命周期理论、扩散理论、阶段论、危机管理理论模型等)四个方面的基础理论。本章主要对与本研究相关的基础理论进行梳理和总结,并为后面的正式研究阶段作理论准备和铺垫。
     第4章:饭店女性部门经理职业发展危机引发机理研究。本章首先分析了饭店女性部门经理职业发展危机的含义及职业发展危机带来的五种后果,女性部门经理职业发展危机的主要表现和职业发展危机的类型(职业生理危机、心理危机、价值观危机、发展危机);其次从个人层面(人口变量因素、职业态度与能力因素、其他特征),家庭层面(家庭基本状况、婚姻状况、生育状况),组织层面(组织属性、组织政策与制度、组织环境与文化),和社会层面(职业的社会评价、社会性别文化观念、社会公共政策与制度)分析了饭店女性部门经理职业发展危机的归因;最后在饭店女性部门经理职业发展危机形成因素的互动作用机理分析、职业发展危机的形成机理分析和职业发展危机的阶段与强度分析的基础上构建了饭店女性部门经理职业发展危机的引发机理模型。
     第5章:饭店女性部门经理职业发展危机的因子分析。本章在对饭店女性部门经理职业发展危机的生成因素分析的基础上,通过职业发展阻隔与职业发展危机征兆之间关系、职业发展阻隔变量、环境变量与职业发展危机征兆变量之间的关系、控制变量与饭店女性部门经理职业发展危机关系的相关假设,构建了饭店女性部门经理职业发展危机的因子分析模型。然后以调查问卷为分析资料, SPSS17.0为分析工具,通过量表(自变量量表――职业发展阻隔量表,因变量量表――职业发展危机征兆量表,调节变量量表――环境因素量表,控制变量量表――属性变量量表)的选择,和量表的效度、信度检验预测试,对饭店女性部门经理职业发展危机的各变量进行了因子分析、相关分析、影响分析和回归分析,最后建立了饭店女性部门经理职业发展危机的多元线性回归方程。
     第6章:饭店女性部门经理职业发展危机预警体系研究。本章通过饭店女性部门经理职业发展危机预警系统的必要性、系统的组织结构及运行机制、系统的功能与特点分析,研究了饭店女性部门经理职业发展危机监测子系统(功能、危机预警指标体系构建和危机预警指标的警戒线)和预报子系统(危机预警级别评判、饭店女性部门经理职业发展危机预告),构建了职业发展危机预警指标体系,使用yaahp软件计算了各指标的权重,并通过隶属度计算法对危机等级进行了划分。
     第7章:饭店女性部门经理职业发展危机的防范与管理。本章分别从利益相关者视角的个体层面、家庭层面、企业层面和社会层面四个角度研究了饭店女性部门经理职业发展危机的防范对策,从危机等级视角分析和研究了黄色级危机、橙色级危机、红色级危机三种职业发展危机等级的防范与管理。
     第8章:总结与展望。主要分析和阐述了本研究的主要成果与研究结论,分析了本研究的主要贡献、局限性及进一步的研究方向。
     本研究的主要成果与研究结论:
     1.采用文献分析法,搜集、梳理和归纳了国内外饭店管理者、女性管理者、职业发展危机等方面的相关研究成果,界定和分析了饭店女性部门经理职业发展危机的内涵与特征;研究了职业发展危机带来的五种后果和女性部门经理职业发展危机的主要表现;提出了女性部门经理职业发展危机的四种类型;并从个体层面、家庭层面、组织层面和社会层面分析了饭店女性部门经理职业发展危机的归因;分析和研究了饭店女性部门经理职业发展危机形成因素的互动作用机理、形成机理,提出女性部门经理职业发展危机的四个阶段与四个强度等级,构建了饭店女性部门经理职业发展危机的引发机理模型。
     2.通过访谈、座谈、文献(问卷)分析等多种方式,归纳分析了饭店女性部门经理职业发展危机的生成因素,设计了本研究的因子分析量表(自变量量表、因变量量表、调节变量量表、控制变量量表),并对其信度和效度进行了检验,形成正式问卷。通过本研究构建的女性部门经理职业发展危机因子分析模型,进行了因子分析,得到以下结论:
     (1)借助于统计分析工具SPSS17.0,采用主成分分析法对各量表提取了公因子。其中,职业发展阻隔变量(自变量)提取了10个公因子,职业发展危机征兆量表(因变量)提取了6个公因子,环境变量量表(调节变量)提取了4个公因子。
     (2)得到职业发展阻隔(CDB-F)与其职业发展危机(CDS-F)显著相关的研究结论。
     (3)得到环境变量(CBE-F)对职业发展阻隔(CDB-F)与其职业发展危机(CDS-F)的关系具有调节作用的研究结论。饭店女性部门经理的CBE-F与CDB-F的相关性达到显著水平,具有中高度的相关性。
     (4)得到控制变量对饭店女性部门经理职业发展危机征兆(CDS-F)有显著影响的研究结论。研究结果表明,个体的收入、家庭住房状况、企业的性质、规模、所有制等对饭店女性部门经理职业发展危机征兆的影响最为显著。
     (5)构建了饭店女性部门经理职业发展危机征兆的多元回归方程。
     3.分析了饭店女性部门经理职业发展危机预警系统的组织结构及运行机制、系统的功能与特点,研究了饭店女性部门经理职业发展危机监测子系统和预报子系统,构建了包括3层级、39个指标构成的职业发展危机预警指标体系,使用yaahp软件计算了各指标的权重,并通过隶属度计算法对危机等级进行了划分。
     4.从个体层面、家庭层面、企业层面和社会层面四个角度研究了饭店女性部门经理职业发展危机的防范对策,从危机等级视角分析和研究了黄色级危机、橙色级危机、红色级危机三种职业发展危机等级的防范与管理。
     本研究的主要创新点:
     (1)从个体层面、家庭层面、组织层面和社会层面研究饭店女性部门经理职业发展危机的归因,并建立了职业发展危机的引发机理模型和女性部门经理职业发展危机因子分析模型,在理论上有所创新。
     (2)提出、制订并使用了饭店女性部门经理职业阻隔量表、职业发展危机征兆量表,为饭店相关研究提供了一种研究和测量工具,在测量工具建立方面有所创新。
     (3)开拓性地以饭店女性部门经理为研究对象对其职业发展危机的类型、成因、后果进行综合分析与研究,研究成果在一定程度上补充了我国饭店人力资源管理、危机管理等理论研究中的空白。
Women's development symbolises the national economical development and civilization progress status in a great measure. With the society opening, idea renewing and industrial structure inovation, female human resources development has arosed increasingly more and more attention all over the world. Therefore, a great number of working women begin to enter the management layer of enterprises or institutions, acoordingly, a series of issues related to female human resources, such as ablity development and utilization, employment barriers and fairness, employment structure trend, career crisis and so on have attracted worldwide attention.
     Nowadays, hotel industry, which is a female labor- intensive industry, flourishes rapidly, and the problems of female human resources become more bvious and serious. For example, there have been over 60% female employees in China hotel industry (YANG Yun, 2008). Whereas, traditional gender notion, work-family conflict and many other factors block their career or even result in career development crisis. The career development crisis faced by female hotel department managers is also serious, however, the related theoretical study is obviously lag behind the reality, there are very few research on hotel middle managers at home and abroad, especially their career development crisis. This research chooses the female department (vice) managers in three, four, and five-star hotels of Fujian province as study object, analyzes the factors that results their career development crisis, constructs the factor analysis model, establishes the crisis warning system, and also puts forward the prevention and management measures. All in all, this study tries to provide countermeasures and instruction for hotel managers to prevent and manage the female department managers’career development crisis through a deep and systematic research.
     The contents of this study are as follows:
     Chapter 1: introduction. This chiapter includes 4 parts, which are study background, research object and relating concepts explanation, research purpose and methodology.
     Chapter 2: Literature review. It mainly includes the following contents: first, gender studies in tourism, which puts out the development phase, research hotspots, and research framework of gender studies in tourism and also prospect of gender studies in tourism. Second, foreigh studies related to female tourism practitioners, which summerise foreign relative literatures from 3 aspects that are female host of rural tourism destination, immiagrant female tourism practitioners and female employees in tourism enterprises. Third, domestic research about female tourism practitioners, which mainly include minority, rural and hotel female tourism practitioners. Finally, it points out the demerits of inland gender research on tourism, and puts forward the research opportunities and blank, and the research purpose of this paper.
     Chapter 3: basic theories of female career development. It specifically includes 4 aspects: firstly, career development phase theory (proposed by Donald E. Super, Edgar H. Schein, EIi Ginzberg, J.H.Greenhaus and LiaoQuanWen); career development efficiency theory (including water boiling theory, embroidering theory, horse theory, red leaves theory, focus theory, ball theory and so on) ; female career theory(including sex segregation theory, work-family theory, glass ceiling theory, feminism endowment theory and double careers theory); crisis management theory (including crisis lifecycle theory, enterprise crisis management theory, structure theory, life cycle theory, diffusion theory, phase theory and so on). This chapter mainly combs and summarizes relative theories of the paper, which offers theory preparation and lays the basis for the following formal study.
     Chapter 4: generating mechanism of hotel female department managers’career development crisis. Firstly, this paper analyzes the concept, results, the main appearances and types of female department managers’career development crisis (physical crisis, psychological crisis, value crisis and development crisis); Secondly, it attribute hotel female department managers' career development crisis to four aspects, such as personal level (population variables, Professional attitude, ability and other characteristics), family level (basic condition, marital status, fertility status), organization level (organizational attributes, Organizational policy and system, Organizational culture and environment), and the social level (social evaluation towards the career, social gender culture, social public policy and system). Based on analysis on the factors interaction mechanism, this paper structures the generating mechanism model.
     Chapter 5: factor analysis on hotel female department managers’career development crisis. Based on the reaearch result of Chaper 4, this chapter proposes hhypothesis to the relationship between career development barrier and career development crisis omens, career development barrier variables, environment variables and career development crisis omen variables, control variables and hotel female department managers’career development crisis. Then, this paper establishes the factor analysis model. with questionnaires as analyzing data, SPSS17.0 as analysis tool, scales (Variables scale--career development barrier scales, Dependent variable scale--Career development crisis omen scale, Adjust variable scale--Environmental factors scale, and The control variables scale-- Attribute variables scale), this paper does factor analysis, correlation analysis, and regression analysis for each variale, and finally establishes multiple linear regression equation.
     Chapter 6: Early warning research for hotel female department managers’career development crisis. Through analyzing the necessity, the structure, operation mechanism, functions and characters of the system, this chapter studies the crisis monitoring subsystem(function, crisis pre-warning indexes system and its cordon) and forecast subsystem(crisis level evaluation and forecast) of hotel female department managers’career development crisis, structures crisis pre-warning index system, calculates the weight of each index using yaahp, and divides the crisis degrees through membership calculation method.
     Chapter 7: Prevention and management of hotel female department managers’career development crisis. This chapter studies the preventing measures of hotel female department managers’career development crisis from the aspacts of stakeholders (individual, family members, enterprise and society), it also analyzes and studies the prevention and management of the three types of career development crisis (yellow level crisis, orange level crisis and red level crisis).
     Chapter 8: conclusion and Prospect. This chapter mainly elaborates the main points and conclusions of the research, and analyzes the major contributions, limitations and further research direction of this research.
     This research draws some important conclusions as follows:
     Firstly, Through documentary research, this paper collects, combs and summarizes the domestic and overseas lituratures related to hotel managers, female managers, career development crisis and other aspects, defines and explains the concept and characters of hotel female department managers’career development crisis; it elaborates the five possible crisis results; it points out the four types of female department managers’career development crisis, attributes the reasons to d crisis from the individual, family, organizational and social level; it establishes the interaction mechanism and formation mechanism of hotel female department managers’career development crisis, puts forward the four phases and crisis intensity, and structures the crisis trigger mechanism model.
     Secondly, through interview, symposium, literature (questionnaire) analysis and so on, this paper summarizes generating factors of the crisis, designs the factor analysis model for this research which includes independent variables scale, dependent variables scale, adjust variables scale and control variables scale, it also verifies the reliability and validity of these scales, and forms the formal questionnaire. Through factor analysis model constructed in this study, the paper proceeds factor analysis and get the following conclusions:
     a. With SPSS17.0, it extracts the common factors through using principal component analysis. Among them, it extracts 10 common factors from career development barrier variables scale (independent variable), 6 common factors from career development omen scale (dependent variable) and 4 from environment variables scale (manipulated variable).
     b. Draw the conclusion that there exists appreciable correlation between career development barrier (CDB-F) and its career development crisis (CDS-F).
     c. Concluding that environment variables (CBE-F) regulates between career development barrier (CDB-F) and career development crisis (CDS-F). The correlation between CBE-F and CDB-F of hotel female department managers is significan.
     d. Concluding that control variables have appreciable effect on hotel female department managers’career development crisis omen (CDS-F), which shows that the individual income, family housing condition, the nature, scale, ownership of enterprise and other aspects have the most obvious influence on hotel female department managers’career development crisis omen.
     f. Constructs the multiple regression equation of hotel female department managers’career development crisis omen.
     Thirdly, the organizational structure, operation mechanism, functions and characters of the pre-warning system for hotel female department managers’career development crisis are analyzed, this paper studies the monitoring subsystem and forecast subsystem, structures career development crisis pre-warning indexes system which includes 3 hierarchies and 39 indexes, calculates the weight of each index using yaahp, and divides the crisis degrees through membership calculation method.
     Fourthly, putting forwards countermeasures of hotel female department managers’career development crisis are studied respectively from the personal, family, enterprise and social level, this paper analyzes and studies the prevention and management of three kinds of career development crisis ( yellow level crisis, orange level crisis and red level crisis) from the perspective of crisis levels.
     The main innovative work of this research is as flows:
     a. this paper attributes hotel female department managers’career development crisis to individual, family, organizational and social level, establishes the trigger mechanism and factor analysis model, which make some theoretical innovations.
     b. The paper proposes, draws up and uses the hotel female managers’career barrier scales and the career development crisis omen scales, it provides a research and measuring tool for related research,.
     c. Setting hotel female department managers as study object, the paper comprehensively analyzes and studies the types, causes and consequences of the career development crisis. To some extent, the achievements fill in the gap of our hotel human resources management, crisis management and other researches.

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