호텔의 교육훈련 설계와 지원이 교육훈련 성과에 미치는 영향 = (The) effect of design and support of hotel training on the performance of hotel training

다국어 초록 (Multilingual Abstract)

Compared to other service industries, the hotel industry is highly dependent on the human resources. It is certain that the most important strategic valuables is hotel staff which provide services directly, due to its natural attribute of being a service industry which happens frequent contact with customers,
The training in such a service industry is necessary for contributing to organizational performance as an effective strategy.
The purpose of this study is quite differ from the previous studies, in an aspect that the performance of training is set as two organizational attitude which the staff have towards their organization. After setting up the variables, the purpose is figuring out how the design of training and the staff of organization act to each variables, personal characteristics attribute and which influence the mentoring system, one of education method, have on the performance of hotel training, and lastly increasing the performance result via identifying the cause and effect between variables.
Firstly, figure out whether the hotel training affect staff on the attitude to the organization.
Secondly, figure out whether there is difference in performance result of hotel training according to the personal characteristics attributes.
Thirdly, figure out whether there is difference in the hotel training according to mentoring system.
On this study, through the theological consideration, the study model and hypothesis was established after reviewing the relationship between the training factors and staff attitude, the influence of personal characteristics attribute as a moderation valuables and the influence of mentoring system as a situation valuables. To execute substantial study for verifying the hypothesis, survey was initiated to the staff working in five-star hotel within seoul. The substantial analysis for the questionnaire on training was executed using 5-grade gauges.
The result of study appears as below. Firstly, as for the pride in the organization, the target item to be measured in this study, the hotel training factor proved to affect a meaningful effect. The training content factor and the training appreciation factor proved to affect a meaningful effect on the pride in the organization. The former proved to be affirmative in organizational identification.
Secondly, the performance of training can be differentiated by getting how much support from seniors and colleagues after training hotel. The organization culture and support of seniors and colleagues proved to influence on selfpride for organization. It proved to effect meaningful influence on organizational identification also. And the support of seniors and colleagues has significant meaningful influence on the performance of training.
Thirdly, it has shown no meaningful difference in the group whose achievement needs, one of personal characteristic attributes, are comparatively low. As far as the effect of training influence, the higher, however, the level of achievement needs, the more meaningful to the performance of hotel training. The individual participants in training who have active achievement needs will do more actively to their organization, furthermore, to their own duties, and the more selfpride for the organization and identification.
Fourthly, the hypothesis is established that the executing of mentoring system is meaningful to hotel training performance, however, the result proved to be it is not meaningful. This result has reason, even the high graded hotels in seoul have not executed the mentoring system as a organized method and the staff has no full recognition for that system. It means if the organized system is prepared, the better performance result can be expected.
Fifthly, the difference according to vital statistics of samples performance difference of hotel training is shown. There is no difference according to gender, duty department, marriage, type of employee, academical career, however it shows some meaningful partial difference according to age, status, service years.
What is important here, there is obvious difference according to the service years. According to staff service years, it shows difference in the selfpride and organizational identity, the performance result of hotel training. The most selfprideed and identified group to the organization is the staff under the one-year services, and the next is staff more than 10-years services.
With aspect as a whole, the more attention should be paid to content of education when hotels plan training ＆ education. The focus should be lied in the step of planning of training because it is recognised as quite important factor to staff. As for the training, if there is the systematic devices which enables reciprocal support between seniors and colleagues, it is obvious that the performance of hotel training is increased.
It is very important to train beginners and staff of experience below one year. It has priority in establishing the content of training which is pertinent to them. The systematic machanism which abel to stimulating the achievement needs of staff and active support is needed too.
To achieve the purposes, the relationship between seniors and colleagues are to be secured and prevent them separating from organization by introducing substantial and systematic system as mentoring system.
In that organization such as service industry whose human resources is most precious factor, proper training program is necessary for them. Besides, it is highly important to manage them.

목차 (Table of Contents)

• 목차
• 제1장 서론 = 1
• 제1절 문제의 제기 및 연구목적 = 1
• 1. 문제의 제기 = 1
• 2. 연구목적 = 3
• 제2절 연구방법 및 범위 = 5
• 제2장 이론적 배경 = 7
• 제1절 호텔교육훈련의 개념 및 의의 = 7
• 1. 호텔교육훈련의 개념 및 의의 = 7
• 2. 호텔교육훈련의 성과 = 10
• 3. 호텔교육훈련과 성과에 관한 선행연구 = 12
• 제2절 호텔교육훈련성과의 영향요인 = 14
• 1. 호텔교육훈련의 영향요인 = 14
• 1) 교육훈련의 설계 = 14
• 2) 교육훈련에 대한 지원과 조직태도와의 관계 = 17
• 2. 직원개인성격특성 = 18
• 1) 성취욕구 = 19
• 2) 개인성격특성과 교육훈련성과간의 관계 = 19
• 3. 멘토링 제도 = 21
• 1) 멘토링의 개념 및 의의 = 21
• 2) 멘토링의 기능 = 22
• 3) 멘토링제도와 호텔교육훈련성과간의 관계 = 24
• 제3절 호텔교육훈련의 성과 = 26
• 1. 조직태도 변수의 정의 = 26
• 2. 조직태도 변수의 속성요인 = 29
• 1) 조직에 대한 자부심(pride in the organization) = 29
• 2) 조직 동일시(organizational identification) = 31
• 3. 교육훈련과 조직태도 변수들간의 선행연구 = 33
• 제3장 연구설계 = 36
• 제1절 연구모형의 설계 및 가설의 설정 = 36
• 1. 연구의 모형 설계 = 36
• 2. 연구의 가설 설정 = 37
• 제2절 조사설계 = 43
• 1. 조사표본의 설계 = 43
• 2. 설문지의 구성 = 44
• 3. 변수의 조작적 정의 = 46
• 4. 분석방법 = 48
• 제4장 실증분석 = 50
• 제1절 표본의 특성 = 50
• 제2절 가설 검증을 위한 예비분석 = 53
• 1. 변수의 요인화 및 신뢰도 검증 = 53
• 제3절 연구 가설에 대한 검증 = 61
• 제4절 연구가설검증 결과의 요약 및 시사점 = 82
• 제5절 연구의 시사점 = 84
• 제5장 결론 = 88
• 제1절 연구의 요약 = 88
• 제2절 연구의 한계점 및 향후 연구 방향 = 90
• 참고문헌 = 93
• 1. 국내문헌 = 93
• 2. 국외문헌 = 96
• 〈 설문지 〉 = 101
• ABSTRACT = 111