호텔 연봉제의 공정성이 조직유효성에 미치는 요인에 관한 연구 : 조직문화를 조절변수로

다국어 초록 (Multilingual Abstract)

The purpose of this study is to examine the relationship between the impact of equity of merit pay system and organizational effectiveness for hotel employee. In addition, this study is especially to find how the 4 different types of organizational culture effect on the perceived value of equity of merit pay system and organizational effectiveness.
The subjects were 300 hotel employees from 12 hotels located in Seoul city. The survey was conducted through on-site visiting survey methods from November 12 to November 23 in 2012. A total 223 questionnaires were collected and 206 used for the analysis.

The major findings are as follows

First, the between equity of merit payment system and the organization effectiveness showed that distributive justice had the positive effect on the job satisfaction and procedural justice had the positive effect on the organizational commitment
Second, organizational culture was measured by four types: Group Culture, Innovative Culture, Hierarchical Culture, and Rational Culture. Analyzed by the multi-regression analysis regarding of the moderating effect of the organizational cultures to the equity of merit pay system, the organizational cultures had the different moderating effects the hotel employees’ perception about equity of merit pay system. Distributive justice shows the differences among rational culture, group culture, and hierarchical culture. Procedural justice shows among all four organizational cultures. For the distributive justice, the group culture shows the highest level, and the hierarchical culture, the innovative culture, and rational culture. For the procedural justice also, the group culture shows the highest level, and the hierarchical culture, the innovative culture, and the rational culture. Equity of merit pay system impacts the group culture and the hierarchical culture than the innovative culture, and the rational culture..
Third, Analyzed by the multiple analysis regarding of the moderating effect of the organizational cultures to the organizational commitment, the organizational cultures had the different moderating effects to the organizational commitment. The rational culture and the group culture show the differences about job satisfaction. For the job satisfaction, the group culture shows the highest level, and the innovative culture, the hierarchical culture, and. the rational culture.
The rational culture and the group culture show the differences about the organizational commitment. For the organization commitment, the group culture shows the highest level, and the innovative culture, the hierarchical culture, and. the rational culture.
Hotel business is mainly service business offered by human beings. The organizational effectiveness depends on the quality of employee service. Thus, the group culture showed the strongest culture the among hotel organizational cultures.
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Based on these findings, the implication to improve the organizational commitment for the hotel employees are as follow:
Organizational effectiveness is influenced by both the distributive justice and procedural justice. Implementing the merit pay system creates the hotels the efficiency. To quickly provide new service and products to satisfy the needs of customer and to improve the efficiency, hotels have to strengthen the innovative culture and the rational culture in the organization.

목차 (Table of Contents)

• 제 1 장 서론 1
• 제 1절 연구목적과 연구필요성 1
• 제 2 절 연구방법과 연구범위 4
• 제 2 장 이론적 배경 6
• 제 1 절 연봉제의 이론적 고찰 6
• I. 연봉제의 개념 6
• II. 연봉제의 장,단점 10
• 제 2 절. 공정성 13
• I. 공정성의 개념 13
• II. 분배공정성과 절차공정성의 관계 16
• 제 3 절 조직문화 20
• I. 조직문화의 개념 20
• II. 조직문화의 기능 22
• III. 조직문화의 구성요소 23
• IV. 조직문화 유형 26
• 제 4 절 조직유효성 31
• I. 조직 유효성 개념 31
• II. 직무만족 33
• III. 조직 몰입 35
• 5절. 조직문화와 조직유효성과의 관계 37
• 제 3 장 연구설계와 연구방법 40
• 제 1절 연구모형 40
• 제 2절 가설의 설정 41
• 제 3절 변수의 조작적 정의 42
• I. 공정성 42
• II. 조직유효성 43
• III. 조직문화 44
• 제 4절 측정도구 및 표본의 산정 45
• I. 설문지 구성 및 내용 45
• II. 자료수집 47
• III. 분석방법 49
• 제 4 장 연구결과 50
• 제 1절 타당성검증 및 신뢰성검증 50
• I. 타당성검증 50
• II. 신뢰성검증 57
• 제 2절 가설의 검정 및 해석 57
• I. 연봉제공성성이 조직유효성에 미치는 영향 분석 57
• II. 연봉제공정성에 대한 조직문화 집단 별 차이 검증 60
• III. 조직유효성 대한 조직문화 집단 별 차이 검증 62
• IV. 가설검증 결과 요약 64
• 제 5 장 결론 65
• 제 1 절 연구의 요약 65
• 제 2 절 정책적인 합의 및 시사점 68
• 제 3 절 연구의 한계 및 향후 연구 방법 69
• 참고문헌 71
• ABSTRACT 77
• 부록_설문지 80