호텔조직에서의 팀 다양성, 다양성 수렴메커니즘이 팀 창의성과 경영성과에 미치는 영향

국문 초록 (Abstract)

현재 호텔기업의 고용환경과 관련된 특징은 비정규직, 수시채용, 연령, 학력, 국적 등의 다양성이라고 표현할 수 있다. 호텔이 목표로 하는 경영성과를 달성하기 위해서는 다양성의 효율적인 관리가 필요하다. 아울러 지식경영의 핵심 요소인 창의성은 경영성과에 영향을 미치는 경향을 보이는 데 이 역시 이런 종사원들의 다양성을 바탕으로 통합적인 관점에서 영향관계를 살펴볼 필요가 있다.
본 연구는 이러한 연구문제를 풀기 위해 선행연구를 토대로 이론적인 모형을 구축하였고 이를 근거로 실증분석의 연구방법을 통해 호텔 종사원이 지각하는 팀 다양성, 다양성 수렴메커니즘, 팀 창의성, 경영성과에 대한 시사점을 찾았다.
연구결과 팀 다양성이 다양성 수렴메커니즘인 업무지식공유와 팀 정체성 공유 모두에 영향을 미치는 것으로 나타났다. 다양성 수렴메커니즘은 팀 창의성에 유의한 영향을 미치는 것으로 나타났다. 그러나 팀 다양성이 팀 창의성에 영향을 미치는 관계에서 비가시적 다양성은 팀 창의성에 유의한 영향을 미치는 것으로 나타났으나, 가시적 다양성은 기존의 연구결과와는 달리 창의성에 유의하지 않게 나타났다. 이는 성별, 연령, 인종 등과 같은 가시적 다양성은 팀 창의성에 직접적인 영향력은 없지만 업무지식과 팀 정체성을 공유할 경우 팀 창의성을 증가시켜 경영성과에 영향을 미칠 수 있음을 의미한다. 팀 창의성은 경영성과에 모두 유의한 영향을 미치는 것으로 나타났다.
이에, 본 연구의 가장 중요한 시사점은 종사원의 다양성은 호텔경영에 있어 분명히 성장 동력이 된다는 이론적 근거를 확보한 것이다. 다양성을 비효율성으로 접근하지 않고 기업경쟁력의 원천으로 삼는 조직만이 지속적인 성장을 기대할 수 있고, 기대한 경영성과를 거둘 가능성이 높다고 판단할 수 있다는 것이다.

다국어 초록 (Multilingual Abstract)

Hotel industries currently have various characteristics of their employees based on irregular hiring, experience, age, education, nationality and etc. In order to accomplish the management performance, we should efficiently manage the diverse characteristics. Creativity is an important factor to the knowledge management, which affects the business performance. It also needs to examine the relationship of the diversity of the employees from the perspective of the integrated point of view.
An empirical analysis based on this theoretical model was constructed to solve the research issues of this study. The implications has shown out the perceived team-diversity of the hotel employees, the diversity convergent mechanism, team-creativity and business performance. Analysis results showed that team diversity affects the diversity convergent mechanism which consists of both team identity and sharing task knowledge. The diversity convergent mechanism showed a significant influence on the team-creativity.
However, the relationship shows that team diversity affects team creativity, where visible diversity was not significant and invisible diversity was significant. In other words, visible diversity such as gender, age , race does not have direct influence on team-creativity but, if task knowledge and team identity are shared, it will have a positive impact on team creativity as a result. The Team-creativity had a significant influence on all the management performance.
Therefore, one of the most important implications of the rational for the diversity of employees in the hotel management shows that the growth engine is secured. If one believes that diversity is not efficient, assume that diversity is a favorable source for competition between companies. This will give you the opportunity to acquire a successful management performance.

목차 (Table of Contents)

• 1. 서론 = 1
• 1.1 문제의 제기 = 1
• 1.2 연구의 목적 = 3
• 1.3 연구방법 및 구성 = 4
• 1.3.1 연구방법 = 4
• 1.3.2 연구의 구성 = 5
• 2. 이론적 배경 = 8
• 2.1 팀 다양성 = 8
• 2.1.1 팀 다양성의 개념 및 분류 = 8
• 2.1.2 팀 다양성의 유형 및 접근방법 = 10
• 2.2 팀 다양성의 수렴메커니즘 = 16
• 2.2.1 업무지식 공유 = 19
• 2.2.2 팀 정체성 공유 = 20
• 2.3 팀 창의성 = 21
• 2.3.1 팀 창의성의 개념 = 21
• 2.3.2 팀 창의성 연구의 접근방법 = 23
• 2.4 경영성과 = 24
• 2.4.1 경영성과의 개념 = 24
• 2.4.2 경영성과의 측정 = 26
• 2.4.3 호텔조직의 경영성과 = 28
• 2.4.4 균형성과표 = 29
• 3. 연구 설계 = 33
• 3.1 연구모형 = 33
• 3.2 가설 설정 = 35
• 3.2.1 팀 다양성과 다양성 수렴메커니즘과의 관계 = 35
• 3.2.2 다양성 수렴메커니즘과 팀 창의성과의 관계 = 37
• 3.2.3 팀 다양성과 팀 창의성과의 관계 = 38
• 3.2.4 팀 창의성과 경영성과와의 관계 = 40
• 3.3 주요변수의 조작적 정의 및 측정 = 41
• 3.3.1 팀 다양성 = 41
• 3.3.2 다양성 수렴 메커니즘 = 41
• 3.3.3 팀 창의성 = 43
• 3.3.4 경영성과 = 43
• 3.4 표본선정 및 자료 수집 = 44
• 3.4.1 표본선정 = 44
• 3.4.2 자료수집절차 = 46
• 3.5 자료분석 방법 = 47
• 4. 실증분석 결과 = 50
• 4.1 자료의 일반적 특성 = 50
• 4.1.1 자료의 인구통계학적 특성 = 50
• 4.1.2 자료의 일반적인 특성 = 50
• 4.2 신뢰도 및 타당도 검증 = 52
• 4.2.1 자료의 신뢰도 검증 = 52
• 4.2.2 자료의 타당도 검증 = 56
• 4.3 확인요인분석 실행 = 62
• 4.3.1 확인요인분석 = 62
• 4.3.2 측정모델의 타당도 평가 = 66
• 4.4 연구모형 평가 = 69
• 4.5 연구가설 검증 = 73
• 5. 결론 = 77
• 5.1 연구결과의 요약 = 77
• 5.2 논의 및 시사점 = 80
• 5.2 연구의 한계 및 향후과제 = 82
• 참고문헌 = 83
• 부록 1. 설 문 지 = 97
• 부록 2. Abstract = 104

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