호텔 직원의 직무 착근도가 자긍심, 조직몰입, 직무만족에 미치는 영향

다국어 초록 (Multilingual Abstract)

The weight of hotel industry in tour industry is very great. It is a labor-intensive industry that is more dependent on human resources and requires tighter unity among colleagues of all levels of position than any other businesses in tour industry. And it is characteristic in providing customers with the kind of services which require employees' creativity and discernment. Of service industries, hotel industry is a representative industry which greatly depends on human resources; and human resource management is so much important as to be considered the basic of hotel management and adminstration. Material resources, such as hotel facilities and food and drink, are important as hotel products, yet what is more important is the efficient management of human resource in terms of hotel employees' service. The attitude of hotel employees toward their duty is directly related to the productivity and efficiency of hotel. In order for hotel industry to actively cope with internal and external managerial environments that are changing continuously, there must be an improvement of productivity and efficiency by securing competent employees, and also by developing such a job environment that employees' abilities can be fully utilized.
Accordingly, the objectives of the present research are as follows: (1) identification of the factors comprising job embeddedness, through literature review about job embeddedness, (2) analysis of the influential relations between employees' job embeddedness and their self-esteem, organizational commitment and job satisfaction. and (3) determination of the relations between the variables of job embeddedness and the self-esteem, organizational commitment, and job satisfaction - to suggest managerial suggestive points for the administration of hotel industry. Based on the literature review, this research proposed a theoretical model of the influential relations between job embeddedness and self-esteem, organizational commitment and job satisfaction; and an empirical analysis was carried out to achieve concrete goals. The empirical analysis involved a sample subject group consisting of the employees of the deluxe hotels located in the areas of Daegu, Gyeongbuk, Busan and Gyeongnam; and a survey was conducted with the subjects in 2009 during the period of one month from July 1 to August 1, and a total of 247 questionnaires were collected to be used for the empirical analysis. To achieve the objectives of this research, the analysis was carried out in 2 separate steps. The first step involved a factor analysis by Varimax method to categorize, based on similarity, the following 6 factors suggested in this research: suitability, connection, the spirit of self-sacrifice, self-esteem, organizational commitment, and job satisfaction - and thereby examined the relationship between hotel employees's job embeddedness and their self-esteem, organizational commitment and job satisfaction. The second step involved multiple regression analysis as well as simple regression analysis to examine the control effect of the 6 factors, and thereby tested the hypothesis.
Prior to carrying out the tests for the credibility and suitability of the variables and for the hypothesis, the following general characteristics of the sample group were considered in order to obtain a desirable result: the number of variables, the nature of analysis, the kinds of index, and the number of the subjects in the sample group. And the statistical analysis program SPSS/ WIN12.0 was used to assure an appropriate statistical analysis technique for the general characteristics.
The summary of the analysis is as follows: (1) Of the factors of job embeddedness perceived by hotel employees, suitability and connection were shown to exert significant effects. (2) Of the factors of job embeddedness perceived by hotel employees, suitability, connection and the spirit of self-sacrifice were all shown to exert significant effects. (3) Of the factors of job embeddedness perceived by hotel employees, suitability and the spirit of self-sacrifice were shown to exert significant effects on organizational commitment; connection exerted no significant effect. (4) The self-esteem perceived by hotel employees was shown to exert a significant effect on organizational commitment. (5) The self-esteem perceived by hotel employees was also shown to exert a significant effect on job satisfaction. (6) The organizational commitment perceived by hotel employees was shown to exert a significant effect on job satisfaction.
Accordingly, the suggestive points of the present research based on the results are as follows: Considering the result that hotel employees' self-esteem and organizational commitment increased their job satisfaction, hotel industry would have to establish a method for increasing hotel employees' job embeddedness. Especially, since the suitability for organization exerts a strong effect on job satisfaction and organizational commitment, it is considered that when recruiting employees, hotel industry would have to select those individuals who are suitable for the duties, culture and values of hotel. It would be also necessary to carry out such a personnel policy that provides continuous duty education and personal mentor; that enhances individual's duty suitability through regular interviews; that sponsors and supports club activities; that accepts teams and increases the sense of overall unity of the teams; and that maximizes the identity of teams. In addition, a method would have be devised for strengthening the connection among employees, by vitalizing the relations among the teams and departments within organization, and also by establishing a mutually organic task system. These would increase employees' self-esteem, organizational commitment and job satisfaction, consequently making possible an efficient human resource management.

목차 (Table of Contents)

• 제 1 장 서 론 1
• 제 1 절 문제의 제기 및 연구의 목적 1
• 1. 문제의 제기 1
• 2. 연구의 목적 2
• 제 2 절 연구의 범위 및 방법 3
• 1. 연구의 범위 3
• 2. 연구의 방법 6
• 제 2 장 이론적 배경 7
• 제 1 절 직무 착근도 7
• 제 2 절 자긍심 11
• 제 3 절 조직몰입 15
• 제 4 절 직무만족 27
• 제 5 절 관련변수 선행 연구 고찰 36
• 1. 직무 착근도에 관한 선행 연구 36
• 2. 자긍심에 관한 선행 연구 38
• 3. 조직몰입에 관한 선행 연구 42
• 4. 직무만족에 관한 선행 연구 44
• 제 3 장 연구 방법 48
• 제 1 절 연구 모형 및 가설설정 48
• 1. 연구 모형의 설계 48
• 2. 가설 설정 49
• 3. 변수의 조작적 정의 55
• 제 2 절 실증조사 설계 60
• 1. 표본의 선정 및 자료의 수집 60
• 2. 분석 방법 60
• 3. 설문지 구성 61
• 제 4 장 실증분석의 결과 64
• 제 1 절 표본의 분석 결과 64
• 1. 표본의 인구 통계학적 특성 64
• 2. 측정도구의 신뢰성과 타당성 검증 67
• 가. 측정도구의 신뢰성 검증 67
• 나. 측정도구의 타당성 검증 69
• 제 2 절 연구가설의 검증 70
• 1. 가설 검증 70
• 2. 연구가설 검증결과의 요약 74
• 제 5 장 결론 76
• 제 1 절 연구결과의 요약 및 시사점 76
• 1. 연구결과의 요약 76
• 2. 시사점 79
• 제 2 절 연구의 한계 및 향후 연구 과제 80
• □ 참고문헌 82
• □ 영문초록 98
• □ 부록(설문지) 102