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    닫기

    Hospitality Management 전공 대학생의 성격특성이 대처 및 자기효능감에 미치는 영향 : 감성지능의 매개효과를 중심으로

    한글로보기

    https://www.riss.kr/link?id=T12906760

    • 저자
    • 발행사항

      서울 : 경희대학교 대학원, 2012

    • 학위논문사항

      학위논문(박사) -- 경희대학교 대학원 , 조리외식경영학과 , 2012. 8

    • 발행연도

      2012

    • 작성언어

      한국어

    • DDC

      641.7 판사항(22)

    • 발행국(도시)

      서울

    • 기타서명

      (The) effects of personality traits of students majoring in hospitality management on coping strategy and self-efficacy : mediated by emotional intelligence

    • 형태사항

      viii, 148 p. : 삽화 ; 26 cm

    • 일반주기명

      경희대학교 논문은 저작권에 의해 보호받습니다.
      지도교수: 이수범
      참고문헌: p. 118-140

    • 소장기관
      • 경희대학교 중앙도서관 소장기관정보
      • 국립중앙도서관 국립중앙도서관 우편복사 서비스

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    부가정보

    국문 초록 (Abstract) kakao i 다국어 번역

    한국어
    영어
    서비스 산업의 증가와 더불어 유능한 인적자원이 기업의 경쟁력 제고를 위한 필수적인 자원으로 인식되어지고 있으며, 서비스 기업에 적합한 인재 확보 없이는 기업의 성공 자체를 확신할 수 없게 되었다. 특히 고객과의 상당한 상호작용을 요구하는 환대산업의 경우 고객과의 접촉이 빈번하고 그 접촉의 밀도가 상대적으로 높기 때문에 환경변화에 능동적으로 대응하고 타인과 협력하여 문제를 해결할 수 있는 네트워킹 능력을 갖춘 인적자원 확보는 기업의 중요한 과제가 되었다. 이에 본 연구에서는 향후 환대산업의 종사자가 될 hospitality관련 학과 재학생을 대상으로 그들의 성격특성이 감성지능을 통해 대처와 자기효능감에 유의미한 영향을 미친다는 구조적 관계의 가설을 설정하고, 실증분석을 통한 검증을 실시하였다. 또한 이러한 영향 관계에서 학사학위에 따른 차이점을 규명함으로써 환대산업에 알맞은 인재상을 모색하고자 하였다.

    본 연구의 결과는 다음과 같다.

    첫째, 환대산업 예비취업자의 성격특성 중 외향적, 창의적, 우호적, 책임행동적 성향은 감성지능에 모두 정(+)의 영향을 미치는 것으로 나타났으며, 예민한 성향은 부(-)의 영향을 미치는 것으로 나타났다.
    둘째, 감성지능은 문제를 해결하려는 대처에 정(+)의 영향을 미치는 것으로 나타났다.
    셋째, 감성지능은 자신의 수행능력에 대한 믿음인 자기효능감에 정(+)의 영향을 미치는 것으로 나타났다.
    넷째, 감성지능과 대처의 인과 관계에 있어서 학사과정에 따른 유의한 조절효과는 존재하지 않았으며, 감성지능과 자기효능감의 인과 관계에서도 유의한 조절효과는 존재하지 않는 것으로 나타났다.

    앞선 연구를 통하여 본 연구의 주요 시사점과 의의는 다음과 같다.

    첫째, 본 연구의 결과를 통해 개인의 성격특성이 인재 선발의 핵심지표로 활용될 수 있음을 확인하였다. 성격특성은 개인의 성과와 역량을 전반적으로 설명하기에는 무리가 있지만 감성지능을 통한 모형을 제시함으로써 좀 더 포괄적으로 성과와 역량을 설명할 수 있을 것으로 보인다.
    둘째, 기존의 선행 연구들은 현직에 종사하고 있는 종사원을 대상으로 연구를 진행하였기 때문에 인재육성교육, 재배치, 승진, 경력관리 등에는 활용 가능하였지만 인재 채용의 지표로 사용하기에는 무리가 있다. 본 연구는 향후 종사자가 될 인적자원에 대한 연구로써 인재선발의 핵심지표는 물론 경영 전반에 걸친 정책수립 등에 필요한 경영자 중심의 연구 결과를 제시하였다 할 수 있다. 또한 학사학위에 따른 상이한 영향력이 존재하지 않는다는 사실을 제시한 초기연구로써 학문적으로 연구로 활용될 가치가 충분할 것으로 판단된다.
    셋째, 환대산업에서 기업의 성과를 높이기 위해서는 높은 자기효능감과 대처능력을 가진 종사자가 불가결할 것으로 보이는데 이를 향상시켜 줄 수 있는 감성지능에 대한 중요성을 밝힘으로써, 환대산업 기업 차원에서 종사원의 감성지능을 이끌어내고 향상시켜야 할 필요성을 제시하였다.

    따라서 본 연구는 환대산업에서 인적자원에 대한 중요성을 인식하고, 미래 환대산업 종사원의 성격과 대처 및 자기효능감 간에 인과 관계를 감성지능이라는 렌즈를 통해 살펴봄으로써 기업의 성과의 선행요인들에 대한 확장된 연구 모형을 제시했다는 점에서 큰 의의가 있으며, 취업 후 이들의 성과를 측정하여 결과를 확인한다면 환대산업에 인재관리 체계를 구축하는데 많은 도움이 될 것으로 사료된다.
    번역하기

    서비스 산업의 증가와 더불어 유능한 인적자원이 기업의 경쟁력 제고를 위한 필수적인 자원으로 인식되어지고 있으며, 서비스 기업에 적합한 인재 확보 없이는 기업의 성공 자체를 확신할 ...

    서비스 산업의 증가와 더불어 유능한 인적자원이 기업의 경쟁력 제고를 위한 필수적인 자원으로 인식되어지고 있으며, 서비스 기업에 적합한 인재 확보 없이는 기업의 성공 자체를 확신할 수 없게 되었다. 특히 고객과의 상당한 상호작용을 요구하는 환대산업의 경우 고객과의 접촉이 빈번하고 그 접촉의 밀도가 상대적으로 높기 때문에 환경변화에 능동적으로 대응하고 타인과 협력하여 문제를 해결할 수 있는 네트워킹 능력을 갖춘 인적자원 확보는 기업의 중요한 과제가 되었다. 이에 본 연구에서는 향후 환대산업의 종사자가 될 hospitality관련 학과 재학생을 대상으로 그들의 성격특성이 감성지능을 통해 대처와 자기효능감에 유의미한 영향을 미친다는 구조적 관계의 가설을 설정하고, 실증분석을 통한 검증을 실시하였다. 또한 이러한 영향 관계에서 학사학위에 따른 차이점을 규명함으로써 환대산업에 알맞은 인재상을 모색하고자 하였다.

    본 연구의 결과는 다음과 같다.

    첫째, 환대산업 예비취업자의 성격특성 중 외향적, 창의적, 우호적, 책임행동적 성향은 감성지능에 모두 정(+)의 영향을 미치는 것으로 나타났으며, 예민한 성향은 부(-)의 영향을 미치는 것으로 나타났다.
    둘째, 감성지능은 문제를 해결하려는 대처에 정(+)의 영향을 미치는 것으로 나타났다.
    셋째, 감성지능은 자신의 수행능력에 대한 믿음인 자기효능감에 정(+)의 영향을 미치는 것으로 나타났다.
    넷째, 감성지능과 대처의 인과 관계에 있어서 학사과정에 따른 유의한 조절효과는 존재하지 않았으며, 감성지능과 자기효능감의 인과 관계에서도 유의한 조절효과는 존재하지 않는 것으로 나타났다.

    앞선 연구를 통하여 본 연구의 주요 시사점과 의의는 다음과 같다.

    첫째, 본 연구의 결과를 통해 개인의 성격특성이 인재 선발의 핵심지표로 활용될 수 있음을 확인하였다. 성격특성은 개인의 성과와 역량을 전반적으로 설명하기에는 무리가 있지만 감성지능을 통한 모형을 제시함으로써 좀 더 포괄적으로 성과와 역량을 설명할 수 있을 것으로 보인다.
    둘째, 기존의 선행 연구들은 현직에 종사하고 있는 종사원을 대상으로 연구를 진행하였기 때문에 인재육성교육, 재배치, 승진, 경력관리 등에는 활용 가능하였지만 인재 채용의 지표로 사용하기에는 무리가 있다. 본 연구는 향후 종사자가 될 인적자원에 대한 연구로써 인재선발의 핵심지표는 물론 경영 전반에 걸친 정책수립 등에 필요한 경영자 중심의 연구 결과를 제시하였다 할 수 있다. 또한 학사학위에 따른 상이한 영향력이 존재하지 않는다는 사실을 제시한 초기연구로써 학문적으로 연구로 활용될 가치가 충분할 것으로 판단된다.
    셋째, 환대산업에서 기업의 성과를 높이기 위해서는 높은 자기효능감과 대처능력을 가진 종사자가 불가결할 것으로 보이는데 이를 향상시켜 줄 수 있는 감성지능에 대한 중요성을 밝힘으로써, 환대산업 기업 차원에서 종사원의 감성지능을 이끌어내고 향상시켜야 할 필요성을 제시하였다.

    따라서 본 연구는 환대산업에서 인적자원에 대한 중요성을 인식하고, 미래 환대산업 종사원의 성격과 대처 및 자기효능감 간에 인과 관계를 감성지능이라는 렌즈를 통해 살펴봄으로써 기업의 성과의 선행요인들에 대한 확장된 연구 모형을 제시했다는 점에서 큰 의의가 있으며, 취업 후 이들의 성과를 측정하여 결과를 확인한다면 환대산업에 인재관리 체계를 구축하는데 많은 도움이 될 것으로 사료된다.

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    다국어 초록 (Multilingual Abstract) kakao i 다국어 번역

    영어
    한국어
    As the service industry develops, competent human resources become a vital resource for strengthening the competitiveness of an organization. The success of any organization is uncertain without the acquisition of human resources that are appropriate to the industry. Since the hospitality industry requires constant interaction with customers, employees with the ability to adapt to environmental changes and cooperate with others to solve problems that arise at work has become one of the biggest issues in achieving success.
    The study focuses on students majoring in hospitality management who will be the future employees. The goal is to examine the structural relationship of personality traits on coping strategy and self-efficacy, mediated by emotional intelligence. In terms of relationships, the study explores the difference between various degree courses (college and university). By examining the relationships and finding the differences, the study will encourage the best employees for the hospitality industry.


    The results of the study are presented as follows.

    First, extraversion, openness to experience, agreeableness, and conscientiousness will be the basis of positive relationships with emotional intelligence, whereas neuroticism has a negative relationship with emotional intelligence.
    Second, the emotional intelligence of the students has a positive relationship with their coping strategy.
    Third, the emotional intelligence of the students has a positive relationship with their self-efficacy.
    Fourth, there are no significant differences between degree courses in terms of the relationships between emotional intelligence, coping strategy and self-efficacy.

    Based on the above results, the following implications can be obtained in the study.

    First, personality traits can be used as a tool to select human resources in the hospitality industry. While personality traits cannot explain the performance and capability of employees, they can be explained in a more comprehensive way by emotional intelligence.
    Second, previous studies focused on employees who had already been hired, so it was valid only in terms of replacement, promotion and training but not the criteria of selection. This study took a step forward to find the strategies for selecting human resources since it focused on pre-employees who will eventually run the hospitality industry. The study begins an exploration of the difference between course degrees on the structural relationships between emotional intelligence, coping strategy and self-efficacy. The findings will also be meaningful for academic purposes.
    Third, in order to increase the performance of organizations in the hospitality industry, employees with high self-efficacy and coping strategy are indispensable. The study reveals that emotional intelligence is the key to increasing self-efficacy and coping strategy so the management of organizations should endeavor to enhance the emotional intelligence of employees.

    The study is significant because the empirical analysis was based on the relations between personality traits, coping strategy and self-efficacy mediated by emotional intelligence. Thus, a framework for integrating human-resource management strategy was proposed. In future studies, it will be necessary to evaluate the performance of students after they are hired, and thereby propose a more systematic human-resource management strategy.
    번역하기

    As the service industry develops, competent human resources become a vital resource for strengthening the competitiveness of an organization. The success of any organization is uncertain without the acquisition of human resources that are appropriate ...

    As the service industry develops, competent human resources become a vital resource for strengthening the competitiveness of an organization. The success of any organization is uncertain without the acquisition of human resources that are appropriate to the industry. Since the hospitality industry requires constant interaction with customers, employees with the ability to adapt to environmental changes and cooperate with others to solve problems that arise at work has become one of the biggest issues in achieving success.
    The study focuses on students majoring in hospitality management who will be the future employees. The goal is to examine the structural relationship of personality traits on coping strategy and self-efficacy, mediated by emotional intelligence. In terms of relationships, the study explores the difference between various degree courses (college and university). By examining the relationships and finding the differences, the study will encourage the best employees for the hospitality industry.


    The results of the study are presented as follows.

    First, extraversion, openness to experience, agreeableness, and conscientiousness will be the basis of positive relationships with emotional intelligence, whereas neuroticism has a negative relationship with emotional intelligence.
    Second, the emotional intelligence of the students has a positive relationship with their coping strategy.
    Third, the emotional intelligence of the students has a positive relationship with their self-efficacy.
    Fourth, there are no significant differences between degree courses in terms of the relationships between emotional intelligence, coping strategy and self-efficacy.

    Based on the above results, the following implications can be obtained in the study.

    First, personality traits can be used as a tool to select human resources in the hospitality industry. While personality traits cannot explain the performance and capability of employees, they can be explained in a more comprehensive way by emotional intelligence.
    Second, previous studies focused on employees who had already been hired, so it was valid only in terms of replacement, promotion and training but not the criteria of selection. This study took a step forward to find the strategies for selecting human resources since it focused on pre-employees who will eventually run the hospitality industry. The study begins an exploration of the difference between course degrees on the structural relationships between emotional intelligence, coping strategy and self-efficacy. The findings will also be meaningful for academic purposes.
    Third, in order to increase the performance of organizations in the hospitality industry, employees with high self-efficacy and coping strategy are indispensable. The study reveals that emotional intelligence is the key to increasing self-efficacy and coping strategy so the management of organizations should endeavor to enhance the emotional intelligence of employees.

    The study is significant because the empirical analysis was based on the relations between personality traits, coping strategy and self-efficacy mediated by emotional intelligence. Thus, a framework for integrating human-resource management strategy was proposed. In future studies, it will be necessary to evaluate the performance of students after they are hired, and thereby propose a more systematic human-resource management strategy.

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    목차 (Table of Contents)

    • 제 1 장 서론 1
    • 제 1 절 연구 배경 및 문제 제기 1
    • 1. 연구 배경 1
    • 2. 문제 제기 3
    • 제 2 절 연구의 목적 6
    • 제 1 장 서론 1
    • 제 1 절 연구 배경 및 문제 제기 1
    • 1. 연구 배경 1
    • 2. 문제 제기 3
    • 제 2 절 연구의 목적 6
    • 제 3 절 연구의 범위 및 구성 8
    • 1. 연구 범위 8
    • 2. 연구 구성 9
    • 제 2 장 이론적 배경 11
    • 제 1 절 성격특성 11
    • 1. 성격의 정의 11
    • 2. 성격연구의 접근법 15
    • 2.1. 특성론적 접근 15
    • 2.2. 유형론적 접근 16
    • 3. 성격평가 도구 17
    • 3.1. 통제의 위치 17
    • 3.2. 내향성외향성 18
    • 3.3. A형B형 성격 18
    • 3.4. MBTI 모델 19
    • 3.4.1. MBTI의 4가지 선호지표 19
    • 3.4.2. MBTI의 16가지 성격유형 20
    • 3.5. 성격 5요인 22
    • 제 2 절 감성지능 27
    • 1. 감성지능의 정의 27
    • 2. 감성지능의 구성요인 및 측정도구 32
    • 2.1. MEIS / MSCEIT 32
    • 2.2. Golman의 감성지능척도 32
    • 2.3. ECI 35
    • 2.4. EQ-I 35
    • 2.5. TMMS 36
    • 2.6. SSRI 36
    • 2.7. WLEIS 37
    • 2. 정서적 사건 반응 이론 39
    • 3. 감성지능에 대한 선행연구 41
    • 제 3 절 대처 43
    • 1. 대처의 정의 43
    • 2. 대처의 유형 45
    • 제 4 절 자기효능감 47
    • 1. 자기효능감의 정의 47
    • 2. 자기효능감의 형성 50
    • 제 5 절 선행 연구 고찰 53
    • 1. 성격특성과 감성지능 53
    • 2. 감성지능과 대처 56
    • 3. 감성지능과 자기효능감 58
    • 제 3 장 연구 설계 60
    • 제 1 절 연구 모형 및 가설 설정 60
    • 1. 연구 모형 60
    • 2. 가설설정 62
    • 2.1. 성격특성과 감성지능 62
    • 2.2. 감성지능과 대처 64
    • 2.3. 감성지능과 자기효능감 65
    • 2.4. 학사학위의 조절효과 66
    • 제 2 절 조사 설계 및 측정도구의 구성 67
    • 1. 주요 변수의 조작적 정의 및 측정 도구 67
    • 1.1. 성격특성 67
    • 1.2. 감성지능 68
    • 1.3. 대처 68
    • 1.4. 자기효능감 69
    • 2. 조사 설계 및 자료수집 72
    • 2.1. 조사 대상 72
    • 2.2. 자료 수집 72
    • 2.3. 분석 방법 75
    • 2.4. 표본 구성 76
    • 제 4 장 연구 결과 78
    • 제 1 절 타당성 및 신뢰도 검증 78
    • 1. 측정항목 타당성 및 신뢰도 분석 78
    • 2. 확인적 요인분석 80
    • 2.1. 집중타당성 83
    • 2.2. 판별타당성 88
    • 2.3. 법칙타당성 90
    • 제 2 절 가설검증 92
    • 1. 연구모형의 검증 92
    • 1.1. 이론 모형 검증 92
    • 1.2. 수정 모형 검증 95
    • 2. 직접효과 및 간접효과 97
    • 3. 집단 간 평균차이분석 및 조절효과 99
    • 3.1. 집단 간 평균 차이 분석 결과 100
    • 3.2. 집단 간 조절효과 결과 102
    • 3.2.1. 학사학위에 따른 감성지능과 대처 102
    • 3.2.2. 학사학위에 따른 감성지능과 자기효능감 103
    • 4. 가설 검증 결과 104
    • 4.1. 성격특성과 감성지능 104
    • 4.2. 감성지능과 대처 105
    • 4.3. 감성지능과 자기효능감 106
    • 4.4. 학사학위의 조절효과 106
    • 제 5 장 결론 108
    • 제 1 절 연구의 요약 및 결론 108
    • 제 2 절 연구의 시사점 113
    • 제 3 절 연구의 한계 및 향후 연구 과제 115
    • 1. 연구의 한계 115
    • 2. 향후 연구 과제 117
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