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The Impact of Holiday Travel Market characteristics on Chinese Resorts
Hu Min(胡敏) 세계문화관광학회 2006 Conference Proceedings Vol.7 No.0
With improving income and growing leisure time, holiday tourism is becoming an important division of China's tourism industry. The characteristics of holiday market begin to impact all aspects of Chinese resorts. The paper critically analyses the concepts of leisure, holiday travel and resorts, sums up the development situation of Chinese resorts and current domestic holiday market activities and trends, and believes that vacation elements, the notion of leisure, individuation and specialization etc. will promote the transformation and upgrade of China's resorts. 随着收入水平的提高和闲暇时间的增多,休闲度假旅游成为我国旅游业发展的热点,休闲度假旅游市场的特征也开始影响我国度假饭店发展的各个方面。本文从休闲、休闲度假旅游和度假饭店的概念辨析入手,归纳分析了我国度假饭店的发展态势和我国国内休闲度假旅游市场发展特征、发展趋势,认为度假元素、休闲理念、个性化和专业化等将促进我国度假饭店的转型升级和整体发展。
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Analysis on the Development Mode of Hotel Chain in China
HU MIN(胡敏) 세계문화관광학회 2011 Conference Proceedings Vol.12 No.-
Taking six hotel chain in Zhejiang Province as a case the paper analyzes the set-up model from the way of integrating company natural resources the expansion model from the hotel industrial trait the control model from risk management the development model from Core competitiveness of hotel chain and then proposes that market-oriented operation is the surest way of developing hotel chain the promotion of soft power such as development strategy brand manage teams enterprise culture and so on is crucial for Chinese hotel chain. 本文以浙江省六家饭店集团发展为例 从资源整合万式解析饭店集团组建模式 从饭店业特性解析饭店集团扩张模式 从风险控制解析饭店集团营控模式 从核心竞争力解析饭店集团成长模式 认为市场化运作是饭店产业集团化发展模式完善的必由之路, 发展战略, 品牌, 管理团队和企业文化等软实力的提升是饭店集团成长的关键.
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직원의 개인-직무 적합성, 직무열의, 동료교환관계가 동료 직무열의에 미치는 영향
호민 ( Min-hu ),곽원준 ( Won Jun Kwak ) 한국생산성학회 2016 生産性論集 Vol.30 No.3
This study examined how employee job engagement would mediate the relationship between employee person-job fit and coworker job engagement and how coworker exchange would moderate the relationship between employee and coworker job engagement. Hypothesis 1: An employee``s person-job fit will be positively related to his or her coworker``s job engagement. Hypothesis 2: An employee``s person-job fit will be positively related to his or her own job engagement. Hypothesis 3: An employee``s job engagement will be positively related to his or her coworker``s job engagement. Hypothesis 4: An employee``s job engagement will mediate the positive relationship between his or her own and a coworrker``s job engagement. Hypothesis 5: As an employee``s coworker exchange is higher, the positive relationship between his or her own and a coworker``s job engagement will be strengthened. Data were collected from 114 Chinese employee dyads working in private and public companies/organizations located at the mainland China. The study results revealed that employees`` person-job fit was positively related to their own job engagement level. In turn, this job engagement level was also positively related to those employees`` coworker job engagement level. Examining the mediating role of employee job engagement, it was found that the relationship between employee person-job fit and coworker job engagement level was mediated by employee job engagement level. Finally, the moderating role of coworker exchange was also found, as expected, such that, when coworker exchange level was higher, the relationship between employee and coworker job engagement level was weaker. These study results, which supported all the study hypotheses, would help enhance our understanding on the process of job engagement formation and would provide practical implications of how to promote employee job engagement level in Chinese workplaces.
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