호텔기업의 인적자원관리가 조직성과에 미치는 영향에 관한 연구 : 직무역량 및 조직공정성 지각수준 집단을 중심으로 = (A) Study on the influence of Organization Performance according to Human Resources Management in the Hotel Industry

다국어 초록 (Multilingual Abstract)

The purpose of this study is to research for implementing a desirable human. resources system.
In an attempt to achieve the goal of this study, the survey data were collected from 550 regular employees of the 11 special grade hotels who are higher in their ranks than the regular employee who have worked over 1-year and are offered by incentives from April 02, 2005 to May 04, 2005. out of which 473 replies submitted to a questionnaire and 456 of those valid samples used for statistical analysis.
First of all, this study models and tests hypotheses regarding with how a company' s human resources management(HRM) affects organizational effectiveness. Specially, this study predicts that HRM will be positively associated with job satisfaction and team cohesiveness, will be negatively associated with turnover intention and test mediating role of human capital, moderating role of employee alignment and management control system.
The research makes sortie strong and significant relationship between HRM, specially with job satisfaction high may occupied 13.4％ of HRM affected on in order of educational training and supplement of personnel.
The team cohesiveness has 16.3％ of affection which is based on training and supplement of personnel as well. Thus, it shows that the organizational cohesiveness relies on the HRM for the training and the compensation.
The turnover intention contributes 11.4％ of HRM which have an influence on the remuneration, career development and training by terns.
Secondly, this study introduces that the employee's perception of accurate understanding of the objectiveness and role clarity should be compatibilities between HRM and organizational performance.
The research makes some strong and significant relationship between HRM, specially with job satisfaction affected on salary and remuneration by a self-development cluster, career development by an excellent competency of job cluster but affected on nothing by an inferior competency of job cluster.
The team cohesiveness has of affection which is based on training by an excellent competency of a job cluster and career development by an inferior competency of job cluster but affected on nothing by a self-development cluster. it shows that the organizational cohesiveness relies on the HRM for the training and the career development.
The turnover intention contributes which have an influence on the remuneration, career development and training by a self-development cluster, but affected on nothing by an excellent competency of job cluster and an inferior competency of job cluster.
Finally, its show that the guarantee of fair and transparent procedures strengthen the employees' solidarity and win employees' confidence to their company.
That is, this has an affirmative affection to the perceived fairness and quality of the relationship with implement of the relationship with implementing annual salary system.
It's considering that the outcome of the research describing the fairness in assessment procedures fairness has more influence than distributive fairness, it suggest in the same say that procedures fairness is more important than results and improving the fairness in assessment procedures can improve the relationship between them.

목차 (Table of Contents)

• 목차 = ⅰ
• 제1장 서론 = 1
• 제1절 문제의 제기 = 1
• 제2절 연구의 목적 = 4
• 제3절 연구의 방법 및 구성 = 5
• 제2장 이론적 배경 = 8
• 제1절 인적자원관리에 관한 이론적 배경 = 8
• 1. 인적자원관리의 개념 = 8
• 2. 인적자원관리의 유형 = 10
• 3. 인적자원관리에 관한 선행연구 = 15
• 제2절 직무역량에 관한 이론적 배경 = 23
• 1. 직무역량의 개념 = 23
• 2. 직무역량의 의의 = 25
• 3. 직무역량에 관한 선행연구 = 27
• 제3절 조직공정성에 관한 이론적 배경 = 36
• 1. 조직공정성의 개념 = 36
• 2. 분배공정성과 절차공정성의 관계 = 38
• 3. 조직공정성에 관한 선행연구 = 40
• 제4절 조직성과에 관한 이론적 배경 = 44
• 1. 조직성과의 개념 = 44
• 2. 인적자원관리와 조직성과의 관계 = 49
• 3. 조직공정성과 조직성과의 관계 = 51
• 제3장 조사설계 및 분석방법 = 54
• 제1절 연구모형의 설계 및 연구가설의 설정 = 54
• 1. 연구모형의 설계 = 54
• 2. 연구가설의 설정 = 55
• 제2절 실증조사 및 분석방법 = 59
• 1. 표본의 설계 = 59
• 2. 변수의 조작적 정의 및 측정 = 60
• 3. 설문지 구성 = 63
• 4. 분석방법 및 절차 = 65
• 제4장 실증분석의 결과 = 66
• 제1절 표본의 일반적 특성 = 66
• 제2절 측정도구의 타당성과 신뢰성 검증 = 67
• 1. 측정도구의 타당성 검증 = 68
• 2. 측정도구의 신뢰성 검증 = 72
• 3. 측정변수간의 상관관계 분석 = 75
• 제3절 연구가설의 검증 = 76
• 1. 인적자원관리와 조직성과간의 영향관계 검증 = 76
• 2. 직무역량지각 수준에 따른 인적자원관리가 조직성과에 미치는 영향 = 78
• 3. 공정성지각지각 수준에 따른 인적자원관리가 조직성과에 미치는 영향 = 84
• 4. 연구가설의 검증결과 요약 = 88
• 제5장 결과 = 90
• 제1절 연구결과의 요약 및 시사점 = 90
• 1. 연구결과의 요약 = 90
• 2. 연구의 시사점 = 94
• 제2절 연구의 한계 및 향후의 연구방향 = 96
• 참고문헌 = 98
• 설문지 = 115
• 부록 = 121
• ABSTRACT = 123