我国酒店业自20世纪80年代以来,进入了一个快速发展的阶段。但酒店业员工的高流失率也一直阻碍着酒店业的健康、稳定发展。本文从组织承诺的角度出发研究高星级酒店基层员工的离职倾向。本文采用问卷调查方式,以长沙地区高星级酒店的基层员工为对象,展开调查。通过量表对组织承诺及离职倾向进行测量,接着通过数据统计的方法,得出高星级酒店基层员工不同个人属性对组织承诺各维度和离职倾向的感知强度。通过相关分析,得出组织承诺中的情感承诺和继续承诺与离职倾向之间呈显著负相关关系,这为酒店管理者通过提高基层员工组织承诺来降低其离职倾向提供了理论依据。最后,本文从数据分析所得到的结论出发,以社会交换理论为基础,提出了推行组织结构扁平化,建立新型的人际沟通关系和良好的工作环境,帮助不同年龄、部门的员工制定不同的职业生涯规划,完善酒店的薪酬、福利体系,加强酒店的培训工作等管理建议,对酒店有效降低基层员工的离职率有重要现实意义。 Since the 1980s, China’s hotel industry has entered a rapid development stage. However, the high turnover of hotel workers has also hindered the hotel industry’s health and stable development. This article from the perspective of organizational commitment to study the high-star hotel employee turnover intention. This paper uses a questionnaire survey to Changsha area star-level hotel grassroots staff as the object, to investigate. Through measuring the organizational commitment and turnover intention through the scale, and then through data statistics, the perceived strength of different personal attributes of high-star hotel employees to the organizational commitment dimension and turnover intention is obtained. Through the correlation analysis, it is concluded that there is a significant negative correlation between the emotional commitment and the continuous commitment in the organizational commitment and the turnover intention, which provides the theoretical basis for hotel managers to reduce their turnover intention by raising the organizational commitment of grass-roots employees. Finally, based on the social exchange theory, this paper proposes to promote the flat structure of the organization and establish a new type of interpersonal communication and good working environment, to help employees of different ages and departments to develop different occupations Career planning, improving the hotel’s compensation, welfare system, strengthening the hotel’s training and other management recommendations, the effective reduction of the hotel staff turnover at the grassroots level has important practical significance.