英国的G5高校在全球的知名度很高，但英国online exam/quiz代考、网课代考、essay代写机构也和这些高校的名字一样，很多人都了如指掌。英国online exam/quiz代考、网课代考、essay代写机构比较普遍，但这种普遍只能存在于虚拟环境的网络平台上，高校本部还是国家教育部门，对online exam/quiz代考、网课代考、essay代写还是处于严令禁止的状态，既然是禁止的，其目的也是为了维护公平的作业和考试环境，那么学生群体应该是欣然接受的，不过online exam/quiz代考、网课代考、essay代写机构在部分学生中频繁出现，同样表明online exam/quiz代考、网课代考、essay代写在英国高校市场上的繁荣景象。
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卷调查结果显示，酒店的薪酬管理系统对员工的满意度低，这是因为酒店行业提供的工资低，员工的薪酬缺乏统一的标准，他们的薪酬与绩效考核的结果没有密切相关；酒店没有与员工沟通，也没有对员工进行管理，导致酒店的工资管理系统难以得到员工的认可和理解，酒店的薪酬管理未能达到预期目标。
The questionnaire results in this study showed that the employees have low satisfaction with the salary management systems of the hotels,which was because the hotel industry offered low salaries,there was a lack of uniform standards for salaries of staff,their salaries were not closely related to results of performance appraisal;the hotels did not communicate with the employees in development of salary management systems,nor did the management listen to the views of staff,resulting in that hotels’salary management systems were difficult to be recognized and understood by their staff,the salary manage of the hotels failed to achieved the expected goal of stimulation.
The questionnaire results in this study indicated that the staff has low satisfaction with the training systems of the hotel,the reasons included:first of all,the hotel paid no attention to staff training.Then,there was a lack of investment in staff training.Again,the hotels ignored the needs of employees.Neglecting staff’s training results was the main reason leading to their dissatisfaction with the staff training systems.
Questionnaire results in this dissertation revealed that the employees have low satisfaction with the corporate culture of the hotels,as the hotels overlooked value and demand of employees,they did not establish a people-oriented business management environment;employees rarely have the opportunity to participate in business management;the management of the hotels stressed that the staff must comply with disciplines of the hotels but the staff was rarely authorized,which was not conducive to the formation of a harmonious working atmosphere within the hotels to motivate employees to work hard.
Questionnaire results and interview results in this thesis told that the employees failed to have a high degree of a sense of accomplishment,fairness and security.The correlation analysis results showed that employees'sense of accomplishment,fairness and security were positively related to their satisfaction with HRM system;employees’low degree of accomplishment,fairness and security were related to their low satisfaction with the salary management,staff training and corporate culture of the hotels.The correlation analysis also concluded that staff turnover intention was inversely proportional to employees’sense of accomplishment,fairness and security.High turnover intention of staff of high-star hotels in Beijing was related to their low degree of a sense of accomplishment,fairness and security.
The multiple regression analysis showed that a sense of fairness has the most impact on turnover intention,followed by a sense of security,a sense of accomplishment has the slightest impact;salary management
