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호텔 직원의 경력개발이 조직몰입에 미치는 영향 - 제주특별자치도 특1등급호텔 직원을 대상으로 -

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Abstract
Recently, the hotel business environment is experiencing a rapid change in the global competition age and for hotel competitiveness and profit maximization, it recognizes the importance of human resource. For the improved corporate profitability and the individual's career, the importance of career development has become a big issue in the recent times. In order to respond to the rapid changes in the business environment due to the 5 working days policy, the hotel companies are working on a variety of strategies through the inner and outer changes and innovations for the survival. The subject of hotel management innovation is the development of human resources so for successful results, the companies must recognize the importance of investment in qualifications and career development of staff.
The career development of human resource management dimension brings a competitive edge for employees and the organization and currently, the society is in a business condition that the companies must use irregular positions of the labor market than the regular positions, and for the research methods in order to achieve the goal of effective way for employees and organizations and to achieve the goal of active career development, this study has tried to demonstrate to validate through literature and empirical research in parallel.
To achieve these study purposes, in the empirical study, the SPSS 12.0 program was used as a statistical analysis in order to derive the components and the frequency analysis was conducted which is a total technical analysis for the analysis of the data. Reliability and validity analysis, T-test, one-way ANOVA, and regression analysis were used. The tempoeral scope of this study was from October 1, 2010 to October 15, 2010 (15 days), the spatial range was set as Jeju special self-governing provincial district, and for the scope of contents, demographic characteristics, staff characteristics on career development, gap analysis, career development and job satisfaction, job satisfaction, and the relationship between job satisfaction and organizational commitment were examined.
In this study, the questionnaire was used in the research methods and after the 1st test of the questionnaire, the researcher directly visited the hotel and conducted the visits and based on the directives marked on the questionnaire, the respondents used the self-ad ministered questionnaire survey methods. Total of 350 copies were distributed and 310 copies (88.5%) were collected. Among them, excluding the 10 copies that did not have solid answers or didn't have a strong reliability, total valid samples of 300 copies (96.7%) were confirmed and were used in the empirical analysis.
Based on this research results, the results derived from the hypotheses are as following.
First, the lower the age, people had a higher awareness of career planning and career goals and unmarried than married showed a higher awareness of career planning and career goals. Additionally, the higher the academic background the people had, they showed a higher awareness of career planning and career goals.
Secondly, in work types, it showed that entering a hotel seemed to be recognized as higher career planning compared to the outsourcing incident and the higher the salary was, the higher the career plan was. Additionally, in career goals, entering the hotel ranked higher than the outsourcing and people working between 1-5 years have recognized it the highest.
Third of all, it showed that career planning had a positive effect on the satisfaction of firm colleagues. Additionally, career planning had a negative effect on the satisfaction on their ranks.
Fourth, the satisfaction with firm colleagues and satisfaction on their ranks had a positive effect on organizational commitment.
The uppermost limit of this study and the future research directions are as follows.
First of all, in this study, the case items of the career development, job satisfaction, and organizational commitment were derived from previous case studies and publications.
In the future studies, t is necessary to reflect on the diverse opinions to select final entries necessary based on the results derived from the open answer questions of empirical investigation targeted for academic experts and business professionals.
Secondly, according to the form of hotel work type in Jeju special self-governing provincial district the current hotel, this study researched the hotel and outsourcing with the ratio of 3:1 but it would be necessary for the future researcher to study separate cases for the hotel and the outsourcing.
Lastly, since the research was conducted only on the Jeju special self-governing provincial district and the hotel workers, there are limitations to generalize the results. Therefore, in the future research, it is necessary to conduct researches by expanding the survey area and subjects.
Author(s)
장정훈
Issued Date
2011
Type
Dissertation
URI
http://dcoll.jejunu.ac.kr/jsp/common/DcLoOrgPer.jsp?sItemId=000000005283
Alternative Author(s)
Jang, Jeong-Hoon
Affiliation
제주대학교
Department
대학원 관광경영학과
Advisor
조문수
Table Of Contents
Ⅰ. 서 론 1

1. 연구의 배경 1
2. 연구의 목적 3
3. 연구의 방법과 범위 4


Ⅱ. 이론적 고찰 7

1. 경력개발 7
1) 경력개발의 의의 7
2) 경력개발제도의 개념과 연혁   10
3) 경력개발제도 도입의 기대효과 12
4) 경력개발의 유형 17
5) 경력개발의 중요성 18
6) 경력개발의 구성요인 22

2. 직무만족 23
1) 직무만족의 의의 23
2) 직무만족의 이론 30

3. 조직몰입 35
1) 조직몰입의 의의 35
2) 조직몰입의 이론 39

4. 경력개발과 직무만족 관계 41

5. 경력개발과 조직몰입 관계 42

6. 직무만족과 조직몰입 관계 44
Ⅲ. 연구방법 47

1. 연구모형과 가설설정 47
1) 연구모형 47
2) 연구가설 48

2. 조사설계 48
1) 조사의 목적 48
2) 조사대상의 선정 및 조사방법 48
3) 변수의 조작적 정의 49

3. 설문지의 구성 및 분석방법 50
1) 설문지의 구성 50
2) 표본추출과 자료수집 51
3) 분석방법 52

Ⅳ. 실증분석 53

1. 표본의 일반적 특성 53
1) 표본의 인구통계적 특성 53
2) 표본의 직원 특성 54

2. 신뢰성 및 타당성 검증 55

3. 연구가설의 검증 59
1) 가설 1 검증 59
2) 가설 2 검증 61
3) 가설 3 검증 63
4) 가설 4 검증 64

4. 분석결과의 요약 65
Ⅴ. 결 론 67

1. 연구결과의 요약 및 시사점 67
1) 연구결과의 요약 67
2) 연구의 시사점 68

2. 연구의 한계점 및 향후 연구방향 70


71
77
81
Degree
Master
Publisher
제주대학교 대학원
Citation
장정훈. (2011). 호텔 직원의 경력개발이 조직몰입에 미치는 영향 - 제주특별자치도 특1등급호텔 직원을 대상으로 -
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General Graduate School > Tourism Management
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