| Summary: | 碩士 === 國立高雄餐旅大學 === 餐旅管理研究所在職專班 === 100 === ‘Where there is no satisfied employee, there is no satisfied costumer.’ Employee satisfaction is the factor that maximizes work efficiency, and employee performance is highly concerned and valued by enterprises. The relationship between employee satisfaction and employee performance is theme of the thesis, and the hotel industry in tourism is the subject of the research. This thesis tries to accomplish the discussion of the relation between employee satisfaction and employee performance. This study is based on a questionnaire survey method, started from October 1st to October 14th 1997. 152 questionnaires were valid; the valid sample rate was 88%. The content of questionnaire covered salary, promotion, management, working conditions, welfare measures and job content, which had impact on employee satisfaction and employee performance. Data were analyzed by means of descriptive statistics analysis, consistency analysis, correlation analysis, T-test, ANOVA（Analysis Of Variance）, Scheffe comparison method, regression analysis, etc. Results of the research are as follows:
1.Unmarried and college (junior college) educated female took the highest proportion in this questionnaire survey; led by junior professional staff; worked mostly in 1-3 years; the highest average monthly income was 20-30 thousand Yuan.
2.Analyzed the six perspectives of employee satisfaction, such as salary, promotion, work condition, through the questionnaires statistics, the option ‘Are you satisfied with the shift allowance’ is the most satisfactory, while option ‘Are you satisfied with the convenience of current workplace" is most dissatisfied with.
3.In the management, welfare measures, job content and other perspectives, option ‘Are you satisfied with current management style ’ was the most satisfactory, while option ‘Are you satisfied with current busyness’ was the most dissatisfied with.
4.Analyzed the two perspectives of employee performance, Task performance and Contextual performance, option ‘you can always timely and efficient accomplish the work’ was the most satisfactory, while option ‘rarely complained by customers or colleagues due to poor work performance’ was the most dissatisfied with.
5.Regression analysis of employee satisfaction and employee performance: work condition, job content had notable impact on task performance and contextual performance, while the rest was not obvious effected. Taken 12 factors into consideration, there are 4 of them up to the remarkable level. This proved that the former assumption ‘employee satisfaction has a significant impact on staff performance’ was partially supported by empirical study.
6.Crosstab analysis of perspectives of employee satisfaction and employee performance: It is not supported by empirical studies that gender and education had remarkably different impact to employee performance. It is partially supported by empirical studies that marital status and work experience had remarkably different impact to employee performance. It is supported by empirical studies that age, position and monthly income had remarkably different impact to employee performance.
7.Correlation analysis of employee satisfaction and employee performance: working conditions and job content has reached moderate correlation, and the rest was remaining low correlation. It is further proved that the assumption conducted by regression analysis was partially support, the results were widely divergent. Therefore, employee satisfaction and employee performance were relevant in some degree.
This research suggests that enterprises should pay more attention on work condition and job content, carry regular communication with employees, and valued the importance of demographic variables in order to enhance employee satisfaction and employee performance, thus, sustainable management of international tourist hotel can be provided.
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