1978年改革开放以来,我国饭店业发展迅猛,进入21世纪,饭店业的发展形势仍十分喜人。然而,员工流动率居高不下已经成为我国饭店业发展的巨大障碍,深深困扰着饭店业的经营者和管理者。本研究根据国外学者研究出的关于员工流动的理论模型,通过一个小范围的调查,发掘出了几个饭店业员工流动的主要因素。其中员工年龄、工作年限、工作满意度以及组织承诺直接影响员工的离职意向,导致员工流动;而员工职位高低通过工作满意度和组织承诺影响离职意向,最终产生员工流动。根据研究结果,作者对饭店经营管理人员以及政府主管部门提出几点建议:首先,要加强对年轻员工的培训和职业规划,留住高学历人才;其次,要适当提高薪酬待遇以及超额工作奖励额度;最后,要注重企业文化建设,使员工有归属感,从而提高他们的组织承诺。 Since the reform and opening up in 1978, China’s hotel industry has developed rapidly. In the 21st century, the development of the hotel industry is still very gratifying. However, the high turnover rate of employees has become a huge obstacle to the development of China’s hotel industry, deeply disturbing the hotel industry operators and managers. Based on the theoretical model of employee turnover developed by foreign scholars, this study explores the main factors of the turnover of several hotel staff through a small-scale survey. Employee age, working life, job satisfaction, and organizational commitment directly affect employees’ turnover intention, leading to employee turnover. Employee turnover affects employee turnover through job satisfaction and organizational commitment, resulting in employee turnover. According to the results of the study, the author of the hotel management and government departments put forward several suggestions: First of all, we must strengthen the training of young staff and career planning, retention of highly educated personnel; Second, we must appropriately raise remuneration and excess work reward ; Finally, pay attention to the building of enterprise culture, so that employees have a sense of belonging, thereby enhancing their organizational commitment.