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- 저자 : 윤선미 ( Sunmi Yun ) (검색결과 2 건)
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커피전문점 리더의 윤리적 리더십이 조직신뢰와 혁신행동에 미치는 영향: 리더-맴버 교환관계(LMX)의 조절효과를 중심으로
윤선미 ( Sunmi Yun ) 관광경영학회 2019 관광경영연구 Vol.87 No.-
The purpose of this study is to investigate the effect of ethical leadership of leader on organizational trust and innovation behavior of employees in the coffee shop and to identify whether member-leader exchange(LMX) has a moderating effect between ethical leadership and innovational behavior. This study was conduced for four weeks November 5 to December 4, 2018 in the self-filling questionnaires servery for employees in the coffee shops. A total 450 questionnaires were distributes and 346 copies were used for the final analysis except for the missing questionnaires and the unfair answers. Exploratory factor analysis, frequency analysis, reliability analysis, confirmatory factor analysis, correlation analysis, demographic characteristics, and regression analysis were carried out IBM SPSS 20.0 Program. The analysis results were as follows. First, ethical leadership had a positive relationship with organizational trust and innovational behavior. In addition, organizational trust had a positive effect on innovational behavior. And there was a mediating effect of organizational trust between ethical leadership and innovational behavior. Lastly, there was a moderating effect of LMX between ethical leadership and innovational behavior. Therefore, this study intends to provide basic data for activating ethical readership at a coffee shop.
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호텔종사원의 도전적·방해적 스트레스가 이직의도에 미치는 영향: 조직냉소주의와 직무만족의 매개효과를 중심으로
김태욱 ( Taeuk Kim ),권진희 ( Jinhee Kwon ),윤선미 ( Sunmi Yun ) 관광경영학회 2018 관광경영연구 Vol.82 No.-
The purpose of this study is to investigate and analyze the impact of job stress in hospitality on turnover intention and the mediating effect of organizational cynicism and job satisfaction. The results from this empirical study with 320 samples of hotel employees in Seoul show that 1)H1 and H2: hindrance stress is adopted but challenge stress is rejected, 2)H3 and H4: hindrance stress negatively affects job satisfaction as adopted, but challenge stress is rejected 3)H5 and H6: both challenge-hindrance stress affects turnover intention as adopted 4)H7: organizational cynicism positively affects turnover intention as adopted 5)H8: job satisfaction positively affects turnover intention as adopted 6)H9: the mediating effect of organizational cynicism has an impact on the relationship between job stress and turnover intention. The meaning of this research and practical implications include the following. First, there should be a chance to have various activities in a hotel such as coaching program. Also, let employees engage in activities as union to actively participate in organizational change and innovation so that they do not have organizational cynicism. The limitations of this study are as follows: 1)studied only in Seoul area naturally left out other local areas 2)comparative studies from different hotel management types 3)there should be more dependent variables such as job involvement or trust by job stress.
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