호텔 종사원의 인사공정성에 대한 인식이 직무태도와 조직몰입에 미치는 영향 = A Study on the impact by employees perceptions of personnel management justice on the thire job and organizational commitment

다국어 초록 (Multilingual Abstract)

ABSTRACT

A study on the Impact by Employees Perceptions of Personnel Management Justice on the Their Job Attitude and Organizational Commitment.


Kim, Kyung-rae
Department of Hotel Management
The Graduate School of Tourism
Sejong University

As today’s world is being confronted with an infinite competitive era, it is necessary to ensure Personnel Management justice for enhancing competitiveness by maximizing the utilization of hotel employees who are the best resource in the hotel industry. If a personnel management justice is made through a fair and transparent procedure, and employees can be rewarded practically as much as they exerted efforts, employees will do their best in their duties and be more attached to their organization affectively, which will result in a riffle effect that enhances their job satisfaction and organizational commitment and ultimately increases the efficiency of a hotel organization by motivating employees.
Recently, fair human resources management has been largely at issue for hotel companies, and there have been not many systematic researches into what fairness is, what is required for the fair human resources management, and how fair human resources management will result in.
Therefore, this study reviewed any impact by hotel employees’ perception of personnel management justice on their job attitude and organizational commitment. Also, the study analyzed how department type and position which are controlling variables, affect the relationship of the perception of fair and hotel employees’ job attitude and organizational commitment. With this aim, the study conducted a frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis, technical analysis, and path analysis by utilizing the SPSS 12.0 and AMOS 5.0 for a total of 225 collected survey copies aimed at employees who were working at six five-star hotels in Seoul, and the results include the following.
First, hotel employees’ perception of personnel management justice was shown to be significantly influential to their job attitude. In other words, although the influence of distributive justice was shown not to be significant, remaining variables were shown to be significantly influential to their job attitude.
Second, hotel employees’ perception of personnel management justice was shown to be significantly influential to their organizational commitment. That is, distributive justice and procedural justice both were significantly influential to their affective commitment and continuance commitment.
Third, in the relationship of hotel employees’ perception of personnel management justice between their job attitude and organizational commitment, the department type and position which are controlling variables, were shown to be significantly influential.
When summarizing the results, it was proven that hotel employees’ perception of personnel management justice affects their job attitude and organizational commitment, and the perception is shown differently by department type and position.
The proposals and limitations of this study for the above results may be as follows.
It is necessary for hotels to maximize hotel employees’ job satisfaction and organizational commitment by maximizing their perception of personnel management justice through the development of various programs concerning the perception of personnel management justice given the appropriate department type and position in relation to their individual characteristics.
In the meanwhile, this study proposed the variable for the perception of personnel management justice as a part of distributive justice and procedural justice. However, there are other diverse variables including fair interaction apart from distributive justice and procedural justice, and the study did not consider the controlling effect of a controlling variable which may show the characteristics of hotel employees more in detail along with the department type and position which were proposed as a controlling effect. Therefore, there is limitation in generalizing the results as this study conducted research only with limited variables by excluding variables that may show a variety of situations.
Consequently, it may be necessary to pursue follow-up researches which will help establishing a policy for hotel companies and hotel employees by using diverse variables and considering the analysis level.

목차 (Table of Contents)

• 제 1 장 서 론 1
• 제 1 절 문제의 제기 1
• 제 2 절 연구의 목적 3
• 제 3 절 연구의 방법 및 구성 4
• 제 2 장 이론적 배경 7
• 제 1 절 인사공정성 이론 7
• 1. 공정성의 개념 7
• 2. 공정성의 기존연구 8
• 3. 분배공정성과 절차공정성 11
• 4. 인사공정성 선행연구 18
• 제 2 절 직무 태도 21
• 1. 직무만족 개념 21
• 2. 직무만족 결정요인 25
• 3. 조직공정성과 직무만족과의 관계 27
• 4. 조직공정성과 직무만족 선행연구 28
• 제 3 절 조직 몰입 32
• 1. 조직몰입의 개념 32
• 2. 조직몰입의 유형 36
• 3. 조직공정성과 조직몰입과의 관계 40
• 제 3 장 연구 설계 46
• 제 1 절 연구의 모형 설계 및 가설의 설정 46
• 1. 연구의 모형 46
• 2. 연구가설 47
• 제 2 절 실증조사의 설계 48
• 1. 조사표본의 설계 48
• 2. 변수의 조작적 정의 및 측정도구의 선정 49
• 3. 설문지의 구성 50
• 4. 분석방법 51
• 제 4 장 실증분석 52
• 제 1 절 표본의 특성 52
• 1. 표본의 인구통계학적 특성 52
• 제 2 절 가설검증을 위한 예비분석 54
• 1. 확인요인 분석 54
• 2. 신뢰성 분석 55
• 3. 상관관계 분석 56
• 제 3 절 연구 변수에 대한 기술적 분석 58
• 1. 인사공정성 직무태도 조직몰입에 대한 기술 분석 58
• 제 4 절 제안모형의 평가 및 가설검증 62
• 1. AMOS에 의한 경로분석 62
• 2. 부서유형에 따른 경로분석 65
• 3. 직급에 따른 경로분석 68
• 제 5 절 가설 검증의 요약 72
• 1. 가설 검증 결과 72
• 제 5 장 결 론 74
• 제 1 절 연구결과 요약 및 시사점 74
• 제 2 절 연구의 한계점 및 향후 연구 방향 77
• 참고문헌 78
• [국내문헌] 78
• [국외문헌] 82
• 설 문 지 86
• ABSTRACT 91