식음료서비스 산업에서의 직원 환경-적합 : 윤리적 작업 풍토, 조직 갈등, 직무만족과 조직몰입간의 관계

다국어 초록 (Multilingual Abstract)

This study was to examine the structural relationships among an employee-environment fit, ethical work climate, organizational conflict, job satisfaction, and organizational commitment in the hotel foodservice context. For these purposes, the author developed several hypotheses and collected data from 276 employees of hotel vertaurant site. The data were analyzed with SPSS/PC+ and AMOS.
In this model, person-environment that consists of employee-organization fit, employee-group fit, and employee-job fit was proposed to be influenced by ethical work climate (responsibility, ungentlemanly peer behavior, and sales orientation) and affect organizational conflict (cognitive and emotional conflict), job satisfaction, and organizational commitment
To test unidimensionality and nomological validity of the measures of each construct we employed scale refinement procedure. The results of reliability test with Cronbach's αs and confirmatory factor analysis warranted unidimensionality of the measures for each construct. In addition, nomological validity of the measures was warranted from the result of correlation analysis.
The data were analyzed with structural equation modeling with AMOS and SPSS Win/PC. The result of the overall model analysis appeared as follows: χ2 =266.118, d.f=176 (χ2/df=1.512), p=0.000, GFI=0.920, AGFI=0.885, RMSEA=0.043, NFI=0.934, CFI=0.976. Since the result of the overall model analysis demonstrated a good fit, we could further analyze our data. The findings can be summarized as follows:
First, responsibility of ethical work climate has a positive effect on employee-organization fit, employee-group fit, and employee-job fit.
Second, ungentlemanly peer behavior of ethical work climate does not have an effect on employee-organization fit, but they have negative effects on person-group fit and person-job fit.
Third, sales orientation of ethical work climate does not have an effect on employee-organization fit, but they have negative effects on employee-group fit and person-job fit.
Fourth, employee-organization fit has a negative effect on cognitive conflict, but employee-group fit and person-job fit do not have an effect on cognitive conflict.
Fifth, employee-organization fit and employee-job fit do not have a negative effect on cognitive conflict, but employee-group fit has a negative effect on cognitive conflict.
Sixth, cognitive conflict and emotional conflict do not have a negative effect on job satisfaction and organizational commitment.
Seventh, employee-organization fit and employee-job fit have a positive effect on job satisfaction, but employee-group fit does not have an effect on job satisfaction.
Eighth, employee-organization fit and employee-job fit have a positive effect on organizational commitment, but employee-group fit does not have an effect on organizational commitment.

목차 (Table of Contents)

• 제1장 서론 1
• 제1절 연구의 배경 1
• 제2절 연구의 목적 4
• 제3절 연구의 방법과 범위 5
• 제2장 이론적 배경 6
• 제1절 개인-환경 적합 개념 6
• 1.개인-환경 적합 개념의정의 6
• 2.구성요소의 관계 7
• 3.개인-환경 적합의 유형 12
• 제2절 기업윤리와 윤리적 작업풍토 18
• 1.기업윤리 18
• 2.윤리적 작업풍토 21
• 3.조직갈등 24
• 4.직무만족 26
• 5.조직몰입 28
• 제3장 연구 설계 30
• 제1절 연구모형 30
• 제2절 연구가설 31
• 1.윤리적 작업풍토와 개인-환경 적합의 관계 31
• 2.개인-환경 적합과 조직 갈등 간의 관계 33
• 3.조직 갈등과 직무만족과 조직몰입의 관계 34
• 4.개인-환경 적합과 직무만족의 관계 35
• 5.개인-환경 적합과 조직몰입의 관계 36
• 제3절 조사 설계 37
• 1.표본설계 37
• 2.변수의 조작적 정의와 측정 38
• 3.설문지 구성 41
• 4.분석방법 42
• 제4장 실증분석 44
• 제1절 표본의 일반적 특성 44
• 제2절 가설 검증을 위한 예비분석 45
• 1.신뢰도 분석 45
• 2.측정모형분석 47
• 3.상관관계분석 51
• 제3절 연구가설의 검증 51
• 1.연구모형의 분석 51
• 2.연구가설의 검증 53
• 제4절 연구의 시사점 58
• 제5장 결론 61
• 제1절 연구의 요약 61
• 제2절 연구의 한계점과 향후 연구방향 62
• 참고문헌 63
• ABSTRACT 80
• 설문지 83

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