外食産業 從事員의 敎育訓練이 轉移成果와 組織有效性에 미치는 影響 : 학습지원 조절효과를 중심으로 = Effect of educational training of food-service industry employees on transition and organizational effectiveness : focused on learning support control effects

다국어 초록 (Multilingual Abstract)

This study is focused upon how learning support impacts on the result of transition to employees and organizational effectiveness, based on family restaurants' employees at the Korean food-service industry, additionally this study is also proposed to find out how learning support system influences to the transition at the educational training.
This research has selected SPSS 15.0 version and AMOS version 5.0 for hypotheses intended for research which is made by as follows:
First of all, it examines that training lecturers at the educational training, characteristic of transition, the relationship between motivation of learning and transition. Furthermore it aims to find out the interaction of cause and effect linking, job satisfaction at the organizational effectiveness.
As this study shows that the training lecturer’s role is the one of the most important factors and learning support system’s actual trainer’s ability is extremely significant aspect into the educational training.
By the trainer’s ability, it strongly results on the success of educational transition and organizational effectiveness, from the empirical analysis was carried out to the emphasis of training lecturer in this industry.
According to the result of analyses as more detail, it pointed out that the educational training lecturers affected to job satisfaction, the organizational observed and job turnover as the characteristic of education into variable aspect.
From this result, it aims that the training lecturer as one of the factors, which has high level of authority to the advantages for organization and organizing ability, depends on how the trainer provides education to employees, it could be further productive and effective.
The organizations continuously contain some of the issues which are very hard to figure out how to provide steady employment? Which way can be produce high volume of job effectiveness? What is the best way to create the profit? Between these issues, the most significant figure will be steady employment. This is because the employee’s ability is the elementary factor for developing cooperation.
Therefore, providing practical education is actual support rather than formal and repetition of education, also having talented internal lecturer can be positive an alternative plan. A number of organizations accept similar system, however, some of programs are not good enough to create effective education, and it may lead lower effectiveness into the organization.
The stable motivation may make possible sense of duty to group of lecturers, who will produce high quality of education; it will be valuable into organizational effectiveness.
Additionally, at the educational characteristic, it aims a number of issues especially which indicates that how learning motivation impacts to the organizational effectiveness. And also the question is why someone needs to education? Someone may include same opinion, such as, it is a kind of process or requirement from contained group etc, these short of attitude will create in negative large quantity. This type of education will produce ineffectual result to both of parties also, it will not helpful to the organizational effectiveness.
Moreover, it may produce high turnover rate, non-goal of awareness and non-professional. These resources of a large quantity produce may turn out the loss at the business and human resource, therefore, obvious motivation is very important.
The evaluation after educational completion accept suitable compensation which will bring into being talent employees who will take part as a one of the most significant factors at the organization.
Food-service industry has been established by human resource. If it supplies clear educational motivation, it could presents educational and organizational effectiveness. From the hypothesis 1, 2 and 3, it aims same results. After educational support system, the employees had strong influence from lecturers. And it links to job satisfaction to group members thus, the organization should consider when they provide learning support.
By the trend of educational transition, learning support system is partly impact between supervisors and group of members. As long term of plan, educational necessity is fundamental aspect to be developed; it will be most powerful method to the organization. The terms of the organization’s effectiveness is kind of trust and faith to members at the group, which is based from educational training.
As empirical analysis show that at the educational training factor, the trainer and learning motivation powerfully impact to the organizational effectiveness which is influenced by the lecturer’s ability toward employees.
Furthermore, as the study on the analysis of hierarchy, it mentions that the organization is effected from supervisor and external environment on the employee’s learning training. During the educational training, if supervisor and the organization engage positive attitude, the employees may convince that the educational training will be effective on the transitional result. Finally it leads to the high level of organizational effectiveness.
In conclusion, learning support system takes an important part to organization’s effectiveness also it presents further educational training. As it shows that this research model finds out the outcome by foodservice operations from Seoul and Gyeonggi Province’s family restaurant employees thus, it may be hard to be as standard result into whole nation.
Consequently, it needs to take the broad research from different range of franchise or more specific study within the food sanitation act, also appropriate educational training program study will be helpful to food-service industry’s development.

목차 (Table of Contents)

• 제 1 장 서 론 1
• 제 1 절 문제의 제기 1
• 제 2 절 연구의 목적 4
• 제 3 절 연구의 방법 및 범위 6
• 제 2 장 이론적 고찰 9
• 제 1 절 교육 훈련 9
• 1. 교육훈련의 개념 9
• 2. 교육훈련의 목적 및 중요성 12
• 3. 외식산업체의 교육현황 14
• 4. 교육훈련의 구성요인 및 측정모델 16
• 제 2 절 교육훈련전이 20
• 1. 교육훈련전이의 개념 20
• 2. 교육훈련전이모형 23
• 3. 교육훈련전이모형 측정모델 28
• 제 3 절 조직유효성 30
• 1. 조직유효성의 개념 30
• 2. 조직유효성의 측정기준 31
• 3. 조직유효성의 구성요인 및 측정모델 33
• 제 4 절 학습지원 41
• 1. 학습지원의 개념 41
• 2. 학습지원의 측정기준 41
• 3. 학습지원의 측정모델 44
• 제 3 장 연구의 설계와 분석방법 45
• 제 1 절 연구모형 및 가설설정 45
• 1. 연구모형 45
• 2. 연구가설의 설정 46
• 제 2 절 변수의 조작적 정의 및 측정도구의 선정 50
• 1. 변수의 조작적 정의 50
• 2. 측정도구 및 설문지 구성 53
• 제 3 절 실증조사의 설계 54
• 1. 연구모집단의 정의 54
• 2. 조사표본의 설계 54
• 3. 실증분석방법 55
• 제 4 장 실증분석 57
• 제 1 절 표본의 일반적 특성 57
• 제 2 절 측정변수의 기술 분석 59
• 1. 교육훈련에 대한 기술 분석 59
• 2. 전이성과에 대한 기술 분석 60
• 3. 조직유효성에 대한 기술 분석 60
• 4. 학습지원에 대한 기술 분석 61
• 제 3 절 신뢰성 및 타당성 검정 62
• 1. 교육훈련에 대한 신뢰성 및 타당성 검정 63
• 2. 전이성과 대한 신뢰성및 타당성 검정 64
• 3. 조직유효성에 대한 신뢰성및 타당성 검정 65
• 4. 학습지원에 대한 신뢰성및 타당성 검정 67
• 5. 연구단위에 대한 구성타당도 69
• 제 4 절 가설검정 73
• 1. H1에 대한 검정 75
• 2. H2에 대한 검정 77
• 3. H3에 대한 검정 78
• 4. H4에 대한 검정 79
• 제 5 장 결론 84
• 제 1 절 연구결과의 요약 및 시사점 84
• 제 2 절 연구의 한계점 89
• 참고문헌 90
• ABSTRACT 100
• 설문지 103