호텔 종사원의 직무순환에 대한 인식이 직무만족에 미치는 영향 = (A) Study on the Influences of Job Rotation for Job Satisfaction

다국어 초록 (Multilingual Abstract)

For a ling time, the importance of job rotation has been investigated in tourism industry. Historically, job rotation which employee recognize has been thought to be a major influence on job satisfaction. Generally defined as relatively abstract goals, job rotation has been examined as an important link to employee's service to the customers. In recent years, job rotation has become accepted as elemental influences in employee's psychology. Further, many numbers of researchers have built on this foundation, using job rotation as a means to better understanding employee's motivation. It may indicate underlying employee's motivation and, at the same time, define job satisfaction desiring higher level of customer service. Thus, job rotation also appear to hold promise as powerful tool in hotel management.
In this study it has been investigated that the influences of job rotation for job satisfaction. To attain the purpose, 3 hypotheses were made and tested in using factor analysis, ANOVA and multi-regression analysis. The data for job rotation and job satisfaction was collected during May 2001. A total of 300 questionnaires was mailed. Of the 246 returned and were usable for the study, yielding a 82.0% response rate.
The test results about these hypotheses are as follows.
First, it was discovered that job rotation affected on job satisfaction. Therefore hypothesis 1 can be accepted.
Second, it was discovered that job rotation could be differentiated by their demographic variables. Therefore hypothesis 2 can be accepted. The result of the test reports that the female much recognized in job rotation of "movement" and "efficiency" than the male did. Also the young less recognized in job rotation "efficiency" than the old did. On the other hands, it was discovered that the high level of education much recognized in job rotation of "movement".
Third, it was also discovered that job satisfaction could be differentiated by their demographic variables. Therefore hypothesis 3 can be accepted. The result of the test reports that the higher pay much satisfied in job satisfation of "superior" and "job achievement" than the lower pay did. Also the young less satisfied in job satisfaction "superior" than the old did. On the other hands, it was discovered that the high level of education much satisfied in job satisfaction of "pay".
From this study, the manager must recognized that the customer services have been affected by importance of job rotation and job satisfaction.

목차 (Table of Contents)

• 목차 = ⅰ
• Ⅰ. 서론 = 1
• 1. 문제의 제기 = 1
• 2. 연구의 목적 = 2
• 3. 연구방법 및 범위 = 3
• Ⅱ. 직무순환과 직무만족에 관한 이론적 고찰 = 5
• 1. 직무순환에 관한 이론적 고찰 = 5
• 가. 직무순환의 개념 = 5
• 나. 직무순환의 목적 = 6
• 다. 직무순환의 형성과정 = 7
• 라. 직무순환의 원칙 = 8
• 마. 직무순환시 고려하는 일반적 요인 = 10
• 바. 직무순환제도의 운용 = 11
• 사. 직무순환 척도선정 = 13
• 2. 직무만족의 이론적 고찰 = 15
• 가. 직무만족의 개념 = 15
• 나. 직무만족의 중요성 = 16
• 다. 직무만족에 관련된 제 이론 = 17
• 라. 직무만족의 영향요인 = 20
• Ⅲ. 연구모형과 조사설계 = 28
• 1. 연구모형의 설계 = 28
• 가. 연구모형 = 28
• 나. 변수의 조작적 정의 = 29
• 2. 가설설정 = 30
• 3. 조사의 설계 = 31
• 가. 조사의 개요 = 31
• 나. 설문지의 구성 및 내용 = 32
• 다. 자료의 분석방법 = 34
• Ⅳ. 가설의 검증 및 결과의 해석 = 35
• 1. 자료의 분석 = 35
• 가. 인구통계적 특성 = 35
• 나. 신뢰성 및 타당성 검증 = 37
• 2. 가설의 검증 및 결과의 해석 = 40
• 가. 직무순환에 대한 인식과 직무만족간의 영향관계 분석 = 40
• 나. 인구통계적 특성과 직무순환 인식간의 관련성 분석 = 42
• 다. 인구통계적 특성과 직무만족간의 관련성 분석 = 51
• 3. 분석결과에 따른 시사점 = 62
• Ⅴ. 결론 = 67
• 1. 연구결과의 요약 = 67
• 2. 연구결과의 한계 및 연구 과제 = 68
• 참고문헌 = 70
• ◇설문조사서◇ = 74
• SUMMARY = 78