호텔주방조직환경에 따른 임파워먼트가 직무만족, 조직몰입 및 이직의도에 미치는 영향 = (The)impacts of hotel kitchen employee's empowerment by organizational climates to job satisfaction, organizational commitment and turnover intention

다국어 초록 (Multilingual Abstract)

Ⅰ. Introduction
The purpose of this thesis is to examine the relationship between empowerment factors by organizational climates of hotel kitchen and fators of job satisfaction, organizational commitment and turnover intention.
To obtain the study objectives this paper has conceptualized the variables of organizational climates as influence factors, the variables of hotel kitchen employee's empowerment as intermediary factors including task contents ＆ task authority and the variables of job satisfaction, organizational commitment and turnover intention as dependent factors. The frameworks of the research factors are conceptualized as follows:
◁그림 삽입▷ (원문을 참조하세요)
(Figure 1) Conceptual Framework for this Study
Following the conceptual framework for the study, 10 hypotheses are established to obtain the study objectives as follows :
·H_(1): Factors of organizational climates of hotel kitchen will be significantly related to the empowerment factors(task contents).
·H_(2): Factors of organizational climates of hotel kitchen will significantly impact to the empowerment factors(task authority).
·H_(3): Factors of organizational climates of hotel kitchen will significantly impact to their job satisfaction.
·H_(4): Factors of organizational climates of hotel kitchen will significantly influence to their organizational commitment.
·H_(5): Factors of empowerment will be significantly related to their job satisfaction.
·H_(6): Factors of empowerment will be significantly related to their organizational commitment.
·H_(7): Factors of empowerment will be significantly related to their turnover intention.
·H_(8): Factor of hotel kitchen employee's satisfaction will be significantly related to their organizational commitment.
·H_(9): Factors of hotel kitchen employee's job satisfaction will significantly influence to their turnover intention.
·H_(10): Factors of hotel kitchen employee's organizational commitment will significantly be related to their turnover intention.
Ⅱ. Methodologies
The original questionnaires or the study comprised 64 items. However, following the exploratory factor analyses and reliability test, the number of final questionnaires was set to 39 items.
The study collected 375 samples from the hotel employee's in the kitchen and refined them to 235 usable and reliable ones.
For the empirical analyses, the author used SPSS WIN 10.0 and the Amos 4.0. Specifically, the sample collected were calculated over the frequency analyses.
In addition, the relationships between influence, intermediary and dependent factors were analyzed using the path analysis package.
Ⅲ. Findings
The findings of the study are summarized as follows :
1. The relationships between influence and intermediary factors
(1) The co-efficient value between the task contents were revealed to be 0.725 with the t-value 7.586. This analyses imply that the relationship between factors of personal and task climates and it's contents was found to be positive and significant.
(2) The relationship between the factors of the task climates and the duty authority was found to be positive and significant with the path co-efficient 0.357 and it's t-value 4.00.
(3) If was found that the factors of personal climates have a positive and significant impact to the job satisfaction level with the co-efficient value 0.178 and the t-value 2.070.
(4) The path co-efficient value between factors of the task environment and the organizational commitment was examined to be 0.214 with it's t-value 3.410.
2. The relationship between influence and dependent factors
It was confirmed that the relationship between factors of job satisfaction and the task contents is positive and significant with the path co-efficient values 0.103 and t-value 1.96.
3. The relationship between the kitchen employee's empowerment and the organizational commitment.
It was examined that the co-efficient value between the task contents and the organizational commitment is 0.128 with the t-value 2.722.
4. The relationship between job satisfaction, organizational committment and turnover intention
(1) The factors of empowerment were known to be positive and significant to the factor of turnover intention. Specifically speaking, the factors of task contents were explored to be positive and significant to the dependent factor with the co-efficient value 1.77 (t-value, 20376). In addition, the factor of task authority also was examined to be positive and significant to the factor of turnover intention with the co-efficient value 0.305 and t-value 3.337.
(2) The relationship between job satisfaction and organizational commitment was confirmed to be positive and significant with the path co-efficient value 0.177 and it's t-value 7.369.
(3) The path co-efficient value between job satisfaction and it's turnover intention was 0.337 with it's t-value 3.070. This relationship implies that their relationship is positive and significant.
(4) However the relationship between organizational commitment was examined to be negative and not significant with the path co-efficient and t- value at -0.150 and -1.369, respectively.
Ⅳ. Implications
Examining the hypotheses established in the study to obtain the purposes of the study may suggest some implications as follows:
1. The positive and significant relationship between factors of personal task climates and task contents implies that if the top management shows interests to the improvement of the employee's personal task climates, the task contents will be well recognized by the cooks in the hotel industry. Therefore, the hotel management, hopefully, is encouraged to enhance the hotel kitchen productivity. In particular, as the factor of the personal task environment being proved to be positive and significant to enhance the level of job satisfaction, a careful consideration for the improved task climates by the hotel cooks is recommended to be one of the primary duties to the hotel manager in terms of the hotel productivity.
2. The outcome of hypothesis test on the relationship between factors of task environment and task authority implies that once the task environment being improved, the task authority makes easier to be delegated in a way to enhance the productivity. Therefore, the relevant managers are recommended to improve the task environment.
3. The relationship between the factors of task contents and job satisfaction, organizational commitment and turnover intention was proved to be positive and significant. This has implications that the task contents, if to be more kitchen work-oriented ones, will enhance the level of job satisfaction and the level of organizational commitment and will increase the level of turnover intention. Interestingly, following the analysis on the relationship between the factors of task contents and turnover intention, it may imply that the task contents being more specialized in the kitchen works, the cooks are more likely to leave the hotel he or she works for. Seemingly, it appears to be nonsense. However, looking at it closely, we will see that the cooks with better skills want to transfer their career to any other establishment providing better treatment conditions. This is because the high cooking skills they possess are becoming the sources they depend upon for their career future. Therefore, it is unavoidable that the hotel should provide better treatments to the cooks to reduce the turnover rate.
4. The path co-efficient strengths between the factors of job satisfaction and those of organizational commitment and turnover intention imply that the relevant managers had better examine more on the level of organizational commitment than that of job satisfaction.
Ⅴ. The Study Limitations and Future Study
Despite some study outcomes noted above, this study had some limitations and future likely studies over the topic are hoped to bring more elaborative perspectives as follows:
First, this study has missed some insights more in detail to bring practical alternatives for the hotel kitchen productivity.
Second, a future study likely on this topic is advised to cover broader sample distribution such as employing the variables as by employment type, position and dependent they work at.
Third, for more reasonable approaches, future researchers are requested to use a pilot test to secure more reliable measurement tools to see the relationships between the empowerment by factors of hotel kitchen climates and sob satisfaction, organizational commitment and turnover intention in the hotel kitchen organization. This will provide the researchers with more information to design more practical study model or framework to measure the values of the co-relation contexts in the study area. Hopefully, the study outcomes here would be resourceful to the higher productivity in terms of hotel kitchen management.

목차 (Table of Contents)

• 목차 = ⅰ
• 제1장 서론 = 1
• 제1절 문제제기 = 1
• 제2절 연구의 목적 = 2
• 제3절 연구방법 및 범위 = 3
• 제2장 이론적 배경 = 5
• 제1절 호텔주방의 특성과 인적자원관리의 중요성 = 5
• 1. 인적자원관리의 중요성 = 5
• 2. 조직구조 및 조직환경 = 7
• 3. 호텔주방의 특성 = 13
• 제2절 호텔 주방구조 및 체계 = 14
• 1. 호텔주방의 조직구조 = 14
• 2. 호텔주방 직급체계 = 15
• 3. 호텔주방 직무 및 단위업무 체계 = 16
• 제3절 호텔 주방종사원에 대한 임파워먼트 = 21
• 1. 임파워먼트의 개념 및 중요성 = 21
• 2. 임파워먼트모델의 변천과정 = 28
• 3. 임파워먼트와 조직행동 = 32
• 제4절 선행연구의 고찰 = 39
• 1. 직무만족 = 39
• 2. 조직몰입 = 44
• 3. 이직의도 = 50
• 제3장 연구모형과 가설설정 = 55
• 제1절 연구모형 및 가설의 설정 = 55
• 1. 연구모형 = 55
• 2. 연구가설 = 55
• 제2절 변수의 조작적 정의 = 60
• 1. 조직환경 = 60
• 2. 임파워먼트 = 60
• 3. 직무만족 = 61
• 4. 조직몰입 = 61
• 5. 이직의도 = 62
• 제3절 표본의 선정 및 설문지 구성 = 62
• 1. 표본의 선정 및 자료수집 = 62
• 2. 설문지의 구성 = 62
• 제4장 실증조사의 분석 및 해석 = 64
• 제1절 표본의 일반적 특성 = 64
• 제2절 측정도구의 타당성과 신뢰성 검증 = 66
• 제3절 연구가설의 검증 = 73
• 1. 연구모형의 검증 = 73
• 2. 연구가설의 구조적 분석 = 75
• 제4절 분석결과의 해석 및 시사점 = 84
• 1. 분석결과의 해석 = 84
• 제5장 요약 및 결론 = 88
• 제1절 연구결과의 요약 및 결론 = 88
• 제2절 연구의 시사점 요약 = 91
• 제3절 연구의 한계점과 향후의 연구과제 = 92
• 참고문헌 = 95
• (Abstract) = 103
• 부록 = 111