员工离职率居高不下，导致饭店人力资源成本增加(含直接成本和间接成本)、组织的效率下降。离职倾向是离职率的预测指标，国内外学者已经对离职倾向的影响因素做了大量的研究，但是尚缺乏从系统的视角思考饭店企业价值观、领导者行为与离职倾向三者之间内在逻辑关系，不利于深层次解决员工离职率偏高的问题。通过构建饭店企业价值观、领导者行为与离职倾向的关系假设模型，采用来自长沙市高星级饭店员工的调查数据，利用结构方程模型(SEM)进行了实证检验。结果表明：饭店企业价值观对领导者行为有显著的正向作用，领导者行为中转换型领导者行为会抑制员工产生离职倾向，饭店企业价值观对离职倾向存在负向影响，加入领导者行为变量后，抑制作用减弱，领导者行为是饭店企业价值观与员工离职倾向的中介变量。饭店企业价值观通过影响领导者行为，最后作用在员工身上，可以抑制员工的离职倾向。%As the result of the high employee turnover rate,the human resource costs of hotel increases (including direct costs and indirect costs),what’s more,the organization efficiency declines.Turnover intention is a predictor of turnover rate,and scholars both domestic and overseas have done a lot of researches on factors of the turnover rate.As it would be lack of studies of systematic thinking of the internal logical relationships among corporate values,leader behavior and turnover intention,it doesn’t help to resolve the problem of high employee turnover rates deeply.This paper builds a research model among corporate values, leader behavior and turnover intention,collects data from staffs in Changsha high-star hotels and uses structural equation model to take empirical tests.This paper shows that the corporate values is positively correlated with leader behavior;transformational leader behavior is negatively correlated with turnover intention;corporate values can affect turnover intention negatively;leader behavior is the intermediary variable between corporate values and turnover intention.Corporate values influence the staff through leader's behavior,and it can inhibit staff turnover intention.
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