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도서지역 호텔 관리자의 커뮤니케이션 스타일이 종사원의 상사신뢰, 상사충성도 및 직무몰입에 미치는 영향
박경열 ( Park Kyung-yeol ),이승일 ( Lee Seung-il ) 한국도서(섬)학회 2017 韓國島嶼硏究 Vol.29 No.4
호텔기업에서는 조직 및 개인의 목적을 달성하기 위해 조직 구성원들 간에 상호 협조적인 관계를 형성할 필요가 있으며, 이러한 협조적인 관계의 형성 수단으로서 상사와 부하직원간의 커뮤니케이션의 중요성이 강조되고 있다. 특히 호텔 조직에서 관리자가 종사원들과 어떠한 방식으로 커뮤니케이션을 하는가는 조직의 분위기, 신뢰, 만족감 등을 결정짓는 요소 중 하나이다. 즉 호텔 조직 내에서 상사의 커뮤니케이션 스타일은 부하직원의 조직몰입 및 여러 태도 변수에 중요한 영향을 미칠 수 있는 요소이다. 이에 본 연구에서는 도서지역에 위치한 호텔 종사원을 대상으로 호텔관리자의 커뮤니케이션 스타일에 따른 상사신뢰에 미치는 영향을 규명하고, 상사신뢰가 직무몰입과 상사충성도에 미치는 영향관계를 실증적으로 분석하여 관계를 규명함으로써 호텔조직의 효율적인 관리방안을 제공하고자 하는 목적에서 연구가 진행되었다. 이를 위해서 도서지역에 위치한 4개 호텔 종사원을 대상으로 총 300부의 설문지를 배포하여 242부를 최종분석에 활용하였다. 연구가설의 검증결과를 살펴보면, 첫째, 커뮤니케이션 스타일의 하위변수 중 전문형 커뮤니케이션 스타일과 신뢰형 커뮤니케이션 스타일은 상사에 대한 신뢰에 유의한 정(+)의 영향을 미치는 것으로 나타났으며, 협력형 커뮤니케이션 스타일과 통제형 커뮤니케이션 스타일은 상사에 대한 신뢰에 유의한 영향을 미치지 않은 것으로 나타났다. 둘째, 상사 신뢰는 상사에 대한 충성도에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 상사 신뢰는 직무몰입에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 위와 같은 연구결과를 통해 호텔관리자의 커뮤니케이션 스타일에 대해서 호텔종사원들이 신뢰할 수 있는 요소와 업무수행에 필요한 충분한 정보가 주어졌을 때 상사에 대한 신뢰가 높아진다는 것을 알 수 있었다. 따라서 본 연구의 결과 호텔관리자의 커뮤니케이션 스타일이 상사신뢰에 미치는 영향을 호텔 종사자의 관점에서 재조명하고, 상사에 대한 신뢰가 상사 충성도와 직무몰입에 어떠한 영향을 미치는지를 규명함으로써 호텔 산업의 효율적인 인적관리와 관련된 학술적이고 실무적인 시사점을 제공하였다는데 연구의 의의가 있다고 하겠다. This paper examines the influence of hotel employer's organizational communication on his employees' trust in the supervisor, and the relationship between hotel workers' trust in their supervisor and their commitment to work or the supervisor. This paper also provides support for hotel employer's good decision in human resource management. This is because employers and employees at hotels on the islands of South Korea need to increase labor-management cooperation to achieve their personal goals as well as organizational objectives. One of the most common cooperative efforts is communication between a hotel employer and his employees. Hotel employer's careful attention to organizational communication affects myriad factors, such as corporate culture, level of trust in supervisors and job satisfaction. Hotel employer's role in organizational communication largely determines a change in the attitudes and values of employees, such as employees' commitment to organization. To explore the relationship between hotel employer's role in organizational communication and hotel employees' attitudes, a survey of employee perception was conducted in this paper. The purpose of the survey is to examine perception and reactions of 242 workers at four hotels located on islands area of South Korea. Thus, this paper categorizes four different communication styles of hotel employers: trust-type, professional-type, cooperation-type and control-type communication style. The following are the results of this paper. First, the result of this paper presents that both professional-type and trust-type communication style of hotel employers are positively correlated with hotel employees' trust in their supervisors. On the other hand, either cooperation-type or control-type communication style of hotel employers does not have any impact on hotel employees' trust in supervisors. Second, hotel employees' trust in their supervisors is positively correlated with hotel workers' loyalty to their superintendents. Third, hotel employees' trust in their supervisors is positively correlated with the workers' commitment to work. Hence, the findings of this paper suggest that hotel employees show a higher level of trust in their supervisors when they are satisfied with their supervisor's communication style and fully informed of the tools and knowledge to work in the hotel industry. Therefore, one major implication of this study is to clarify the effect of hotel employer's communication styles on his workers' trust in supervisors and the relationship between hotel employees' trust in supervisors and their loyalty to work or supervisors with the perspectives of hotel workers. Another significant implication is to provide the basis for specific research propositions and suggestions for human resource management in the hotel industry.
Kyung Yeol Park(朴京烈) 한국경영사학회 2003 經營史學 Vol.32 No.-
In this study, I analyzed changes of fringe benefits in Japanese corporations from 1950s to 2000s. The policy of pre war fringe benefit was operated on denying the existence of labor union, and it was based on paternalism under the ideology of family management. In the post war age from 1945 to 1954, it became to weigh on sup-porting low wages. In Japanese corporations introduced labor management of American style from 1955 to 1970, fringe benefit weighed on human relations. In the rapid growth of Japanese economy from 1970s to 1980s, the concept of fringe benefit changed from low wages assistance to lifetime welfare plan, the labor union got to participate in the decision of fringe benefit programs. Japanese corporation has rapidly become an “aging society” as a distinguishing feature of the 21th century. In this aging environmental change has great influence program on the firm. At the aging society, Japanese firms are predicted to have increasing burden of benefit fringe cost for example, legally required cost, and illegally required cost, retirement cost etc. At this situation, Japanese firms will stand benefit cost down strategy or new benefit program strategy, and employee will also be burdened with partial benefit cost. As the mobility of internal labor market in Japan increases, it’s planned to back up human resource development.
이재기,이재동,박경열,배재신 ( Jae Kee Lee,Jae Dong Lee,Kyung Yeol Park,Jae Shin Bae ) 충북대학교 산업과학기술연구소 1995 산업과학기술연구 논문집 Vol.9 No.2
Abstract_Roman Recently, as a result of gas exploration at Tae-Gu s subway construction place and accident of underground utility, information of underground utility is importantly come to the force. Especially, the underground utilities such as w ter pi