외식업 종업원의 직무만족이 이직의도에 미치는 영향에 관한 연구

국문 초록 (Abstract)

본 연구는 외식업 종업원의 직무만족이 이직의도에 미치는 영향을 파악하고자 하였다. 또한 외식업 종업원의 연령과 학력이 조절변수로 조절효과를 분석함으로써 향후 외식업 종업원들에 대한 인력관리 방식을 합리적으로 설계할 수 있도록 하여 외식산업의 고용안정을 위한 효과적인 인적자원 관리 방안을 제시하며 외식산업의 발전을 도모하고자 한다.
본 연구의 목적을 달성하기 위해 한국 부산 지역에 외식업 종업원을 대상으로 설문조사를 실시하였다. 또한 연구문제와 가설검정을 위한 통계분석 방법으로 희귀분석을 사용해 실증적으로 검정하였다. 연구결과는 외식업 종업원의 직무만족과 이직의도 간에 부의 상관관계가 있었다. 또한 연령이 높을수록 직무외적만족 및 내적만족이 이직의도에 미치는 부의 영향이 약해지고 종업원의 학력이 높을수록 직무외적만족 및 내적만족이 이직의도에 미치는 정의 영향이 강한 것으로 나타났다.

다국어 초록 (Multilingual Abstract)

Recently in terms of the foodservice industry trend, there is the surplus of newly launched foodservice businesses indicating the great importance of the role of the business operators. In light of this, it is time to establish differentiated operation plans.
Especially the foodservice industry, highly developed service intensive business shows high dependence on employees indicating its characteristic of labor intensive industries higher than other industries. Like this, in the foodservice industry with high dependence on employees, the quality of services provided by service employees is a product having a great effect on the operating performance of foodservice businesses. Therefore, improvement in the competitiveness of the foodservice industry can be achieved only by increasing levels of service provisions based on human services. However there has been high interest in customer-or market-sides, while there has been relatively low interest in the main service providers-business managers and employees.
In conclusion, as a result of testing differences in major factors according to management practices, the franchise practice has a large effect on leadership, organizational fairness, job satisfaction and organizational commitment than the independent management practice.
Albeit this study derived some meaningful conclusions as above, it also has several limitations as suggested below.
In order to manage foodservice businesses with competitiveness, business operators or managers should break from easygoing management principles and conduct the evaluation of customer satisfaction levels and service quality on a regular basis and need to improve management practices through benchmarking competitors. In addition, foodservice business operators should recognize employees' job satisfaction to be the antecedent that has a direct effect on employees' job performance and makes them feel proud of their organizations. And also operators should understand that those factors have a large effect on employees' job performance and make efforts to improve employees' quality of life in work places. In order to do this, it is necessary for managers and operators to establish right values as leader through self-development, leadership training, and various interactions with employees, and identify levels of satisfaction with jobs among employees and then try to develop and display leadership proper for the organizational culture and structure.

목차 (Table of Contents)

• Ⅰ. 서 론 1
• 1. 목적 1
• 2. 연구방법 및 구성 2
• Ⅱ. 이론적 배경 4
• 1. 외식산업에 대한 이론적 고찰 4
• 2. 외식산업 직무만족에 대한 이론적 고찰 13
• 3. 이직의 대한 이론적 고찰 17
• Ⅲ. 실증연구 설계 23
• 1. 연구모형 및 가설 설정 23
• 2. 조사도구 26
• Ⅳ. 자료 분석 및 가설 검정 29
• 1. 분석방법 29
• 2. 표본의 인구 통계적 특성 29
• 3. 신뢰성 및 타당성 검정 31
• 4. 가설 검정 35
• Ⅴ. 결론 및 시사점 40
• 1. 결론 및 시사점 40
• 2. 연구의 한계점 및 향후여구 41
• 부 록 43
• 참고문헌 47
• Abstract 51