호텔 여직원의 유리천장 지각이 조직공정성과 조직시민행동에 미치는 영향

다국어 초록 (Multilingual Abstract)

Grass ceiling is a term used to describe discriminatory barriers that prevent or discourage female employees from being promoted to high level management. this term was first introduced in the US in the 1970s and designed to explain invisible barriers in an organization in which female workers can go only so far in their promotion regardless of their job performance. Simply put, a competent and well qualified female employees can see their targets throughout the transparent ceiling however they are less likely to reach their goals because of the intangible barriers.
The purpose of this study is to review the impact of the female employees' perception of glass ceiling on organizational fairness and organizational citizenship behaviors in hotel industry.
In order to conduct this research, 257 female employees in hotel located in Seoul were surveyed and analyzed, the results are as follow:
First, the impact of the glass ceiling in the organizational fairness is that the glass ceiling affects both negative impact on distributional and procedural fairness. It has proven that business in hotel industry can foster organizational citizenship by ensuring fairness in its distribution and procedure. Thus it implicates that management should ensure fairness and transparency in its rewarding and promotion system, particularly in the case of female workers.
Second, If Katz(1964) study is any guide - when employees received unfair treatment, they were less likely to focus on their work and no longer spontaneously participate in extra-curricular group activities. This study has also found that the glass ceiling has both negative impact on moral behavior, active participation and altruism.
Third, an analysis of the impact of organizational fairness on organizational citizenship behavior has proven that fairness in distribution has positive impact on moral behavior out of organizational citizenship behavior.
This study will provide the human resource department in hotel industry with meaningful knowledges in terms of attitude changes toward female employees, also offers the management an instructive message in both service design and business administration resulting in an effective human resource management and a successful business.

목차 (Table of Contents)

• 제1장 서 론 1
• 제1절 연구의 배경 및 문제제기 1
• 제2절 연구의 목적 4
• 제3절 연구의 방법 및 연구의 구성 7
• 제2장 이론적 배경 10
• 제1절 유리천장 10
• 1. 유리천장의 개념적 정의 10
• 2. 유리천장의 영향요인 12
• 3. 유리천장의 연구동향 15
• 제2절 조직공정성 19
• 1. 조직공정성의 개념적 정의 19
• 2. 조직공정성의 연구동향 22
• 제3절 조직시민행동 25
• 1. 조직시민행동의 개념적 정의 25
• 2. 조직시민행동의 연구동향 28
• 제4절 구성개념간의 관계 31
• 1. 유리천장과 조직공정성간의 관계 31
• 2. 유리천장과 조직시민행동간의 관계 31
• 3. 조직공정성과 조직시민행동간의 관계 32
• 제3장 연구 설계 34
• 제1절 연구모형의 설계 및 가설 설정 34
• 1. 연구모형의 설계 34
• 2. 연구가설의 설정 35
• 제2절 변수의 조작적 정의 38
• 제3절 설문지 구성 40
• 제4절 조사 설계 및 분석방법 42
• 1. 표본설계 42
• 2. 분석방법 및 절차 42
• 제4장 실증분석 44
• 제1절 표본의 일반적 특성에 대한 분석 44
• 제2절 측정도구의 타당성 및 신뢰성 46
• 1. 요인 분석 및 신뢰성 검증 47
• 제3절 가설의 검증 55
• 1. 연구 모형의 검증 55
• 2. 가설 검증 결과 요약 64
• 제4절 연구결과의 시사점 66
• 제5장 결론 69
• 제1절 연구결과의 요약 69
• 제2절 연구의 한계점 및 향후 연구동향 72
• 참고문헌 74
• 설 문 지 88
• ABSTRCT 93