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고승식 문화관광연구학회 2002 문화관광연구 Vol.4 No.1
The purpose of this study is to suggest an effective annual salary system for desirable management development in tourism hotels. Considering aggressive targeting of famous foreign chain hotels, Korean hotels should set up effective annual salary system for self-development.Basic standard for personnel system of Korean local hotels are changing rapidly from working period in one hotel to ability of staff, and finally to production or result of the staff. Changes of circumstances like growth rate of economy and automation of each department in hotel will accelerate the alteration of personnel system. From this point of view, Korean hotels should change the personnel system to concentrating on production and result of the staffs. They should focus on creating a good production and result. Service quality and interest of the staffs will increse if the pay between staffs are different according to the evaluation. If the owners or the management of the hotels guarantee objectivity and reasonableness, annual salary system focusing on the production of the staff will be the best plan against management crisis in current hotel industry. Finally, hotel management should make sure that annual salary system focusing on the production points at much better hotel management strategy than before even if it cannot be the perfect standard for evaluating hotel staffs. It must be accurate, fair, and equal to all the staffs in hotel.
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조리사의 자기주도학습이 혁신행동에 미치는 영향에 있어 개인 창의성의 조절효과
고승식 ( Ko Seung-sik ),서남숙 ( Seo Nam-suk ) 한국관광산업학회 2018 Tourism Research Vol.43 No.2
본 연구는 조리사들을 대상으로 자기주도학습이 혁신행동에 미치는 영향과 이들 관계에서 개인 창의성의 조절효과를 실증분석하였다. 분석 결과 다음과 같은 결과가 도출되었다. 첫째, 자기주도적학습과 혁신행동의 관계를 검증한 결과 자기주도학습은 혁신행동에 정(+)의 방향으로 영향을 미치는 것으로 나타났다. 이에 기업에서는 종사원들의 자기주도학습을 위한 분위기 조성과 더불어 자기주도학습능력을 배양할 수 있도록 지원을 해야 할 것이다. 둘째, 자기주도학습과 혁신행동의 관계에서 개인 창의성의 조절효과를 검증한 결과 개인 창의성 중 창의적 사고기술만이 아이디어 도출 및 홍보의 관계에서 조절효과를 보이는 것으로 나타났다. 이에 기업에서는 종사원들의 개인 창의성을 강화시키기 위해 새로운 아이디어 창출을 위한 분위기 조성과 새로운 아이디어를 창출할 경우 그에 상응하는 보상을 해주거나, 창의성이 부족하거나 기존에 상품으로 출시된 아이디어를 제시할 경우라도 무시하거나 경시하기 보다는 아이디어를 개선하여 더 향상되고 창조적인 사고를 할 수 있도록 하여야 할 것이다. This research analyzed empirically the effect of self-directed learning on innovation behavior for cooks and, in this relationship, how the moderating effect of individual creativity. The results of the analysis were generated as follows. First, as a result of verifying the relationship between self-directed learning and innovation behavior, self-directed learning was proved to have positive influence on innovation behavior. Therefore, companies should support their employees to enhance self-directed learning ability as well as create the atmosphere for self-directed learning. Second, as a result of verifying the moderating effects of individual creativity in the relationship between self-directed learning and innovation behavior, only creativity thinking skill among individual creativities showed that self-directed learning has moderating effect in the relationship with idea promotion and idea generation. Therefore, in order to strengthen the individual creativity of the employees, companies should create an atmosphere for creating new ideas, should compensate them in case that they create new ideas, should make them improve their ideas and have thoughts more enhanced and creative rather than neglect or think light of them though they are insufficient in creativity
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김권수,고승식 한국호텔관광학회 2009 호텔관광연구 Vol.11 No.3
Hotel organization consists of several departments which cooperate with each other to serve customers. Each department carries out different roles and functions. Job characteristics and worker personalities to maximize job satisfaction of hotel workers are different according to the department. The purpose of this study is to investigate job characteristics and worker personalities which maximize job satisfaction of hotel workers in each department. The sample for this study consists of 380 employees from 15 deluxe hotels in Seoul. Factor analysis, Cronbach’s alpha analysis, Analysis of variance, and Pearson’s correlation analysis are used as statistical methods. The results of this study show that: (1)job characteristics are different according to department; (2) job satisfaction is related to job characteristics; (3)worker personalities are different according to department; (4) job satisfaction is related to worker personalities; and, (5)the factors of job characteristics and worker personalities which effect job satisfaction of hotel workers are different according to department. According to the results of this study, methods are suggested for human resources management to fit employee personalities into job characteristics of each department so that employees work with job satisfaction
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호텔종사원의 고용불안이 고객지향성에 미치는 영향 -그릿(Grit)의 조절효과-
김권수,고승식 한국관광학회 2018 관광학연구 Vol.42 No.4
This study was conducted to investigate whether grit positively influences the negative effects of job insecurity on hotel employees' customer orientation. A total of 243 questionnaires were used for analysis, collected from 5- and 4-star hotel employees in Seoul. Multiple regression analysis was performed in three stages, with demographic variables that could affect job insecurity, grit, and customer orientation as control variables. The results of the analysis are as follows. First, job insecurity had a negative effect on customer orientation. Second, when considering job insecurity and grit at the same time, job insecurity did not have a significant effect on customer orientation, but grit had a positive effect. Third, grit played a moderating role in reducing the negative impact of job insecurity on customer orientation. Fourth, employees with a lot of work experience and employees who had joined the labor union had high job security and customer orientation. Fifth, grit was correlated only with employment type among demographic variables. In other words, the grit of non-regular workers was higher than that of full-time employees. Based on the contents of this study, academic implications and practical implications are suggested. 본 연구는 호텔종사원의 고용불안이 고객지향성에 미치는 부정적인 영향을 그릿(Grit)이 긍정적인 방향으로 조절하는지 알아보기 위해 이루어졌다. 서울에 위치한 5성·4성 호텔의 종사원을 표본으로 하여, 총 243부의 설문지를 분석에 사용하였다. 고용불안, 그릿, 고객지향성에 영향을 미칠 수 있는 인구통계학적 변수를 통제변수로 하여, 3단계에 걸쳐 다중회귀분석을 하였다. 분석결과, 첫째, 고용불안은 고객지향성에 부정적인 영향을 미쳤다. 둘째, 고용불안과 그릿을 동시에 고려했을 때, 고용불안은 고객지향성에 유의미한 영향을 미치지 않았으나, 그릿은 긍정적인 영향을 미쳤다. 셋째, 그릿은 고용불안이 고객지향성에 미치는 부정적인 영향을 감소시키는 조절역할을 하였다. 넷째, 근무연수가 많을수록 그리고 노동조합에 가입해 있을수록 고용불안이 높았고, 고객지향성도 높았다. 다섯째, 그릿은 인구통계학적 변수 중 고용형태와만 상관관계가 있었다. 다시 말해, 비정규직 직원이 정규직에 비해 그릿이 높았다. 이러한 연구내용을 바탕으로 학문적 시사점과 실무적 시사점을 제시하였다.
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