호텔 직원의 핵심가치 인식,혁신행동, 조직유효성 간의 관계 연구

Abstract

To establish a modern business strategy, the enterprise pays a great attention for the business culture and company's core value, meeting the shift of the core paradigm onto the coexistence, continuous growth with the employees as its center. The bigger the organization is, more the common core value of employees with the unified idea plays an essential role to achieve the common objectives in various operation fields. The research aims to study if the core value recognition effects on the organization effectiveness and the concept, structuring factors and application case of the core value recognition and the innovation behavior. The research objectives to offer a basic resource for the continuing business growth and maximize the organization effectiveness by investigating the relationships between the core value recognition, the innovation behavior and the concept of organization effectiveness of the employees. And the study aims to investigate the variables' gap between the characteristics of groups of demographic and work type. To conduct a detailed investigation, the following questions arose. First: The core value recognition will effect positively for the innovation behavior. Second: The innovation behavior will effect positively for the organization effectiveness. Third: The core value recognition will effect positively for the organization effectiveness. And the significance difference between the characteristics ofdemographic and work type will be investigated. The 14 day survey was conducted from April 9th to 22nd, 2015. A handling person was selected per each hotel, and the handling person distributed and collected the survey. The researcher visited each hotel 4 times, checking on the procedures and to improve to response ratio and the credibility of the research. 400 surveys, including 100 questionnaires per 4 of first class hotels in Jeju Special Self-Governing Province were handed out, and 392 questionnaires were collected(93%). 22 undependable questionnaires were excluded and total of 350 questionnaires have been analyzed for the empirical test. SPSS 21.0 and AMOS 21.0 have been applied for the collected data analysis. The frequency analysis to study the characteristics of the sample, including the population statistical character and the working characteristics have been applied. The exploratory factor analysis was utilized to investigate the structural relations between the each construct of the core value recognition, innovation behavior and the organization effectiveness. The confirmatory factor analysis were applied for the factor extractions establish the single level approach, while the structural equation modeling confirmed the structural relations between the variables and further established the whole structural goodness-of-fit. t-test and ANOVA analysis were applied to investigate the gap between each group of the population statistical character and the working characteristics. The result of research includes; first, the core value recognition(Innovation generation, innovation application) of hotel staff is statistically significant for the innovation behavior of himself or herself. The finding indicates the core value recognition of hotel employees will effect positively for the innovation behavior. Second, the innovation behavior of hotel employees is statistically significant for the organization effectiveness(job satisfaction, organizational commitment). The finding emphasizes the necessity of diverse management of the innovation behavior of hotel staff for it effects positively for the job satisfaction and organizational commitment of the staff. Third, the core value recognition of hotel employees is statistically significant for the organization effectiveness. The finding shows the importance of the core value for the job satisfaction and organizational commitment for the hotel staff. It is essential to plan a continuous program of the core value recognition and its development based on the innovative changes. The Difference Analysis of each population statistical characteristics and the working characteristics shows the 40s show much higher level of core value recognition and the innovation behavior than the 20s and 30s. It is essential for the all level staff to establish the strategy, internalizing the core value and the innovation. The analysis on annual income also shows a high positive level with all variables. Finally, the job satisfaction analysis on the entire sample like employment history didn't show any positive level gap either. For theoretical implication, the research has expanded the relationships among the hotel's awareness of the core value recognition for the staff, innovation behavior and organization effectiveness. The study result has expanded the research range between the variables and the result also suggests new strategy for hotels for successful multi studies on the core value and the innovation behavior of staff. The study signified its approach with the content analysis, drawing its result by analyzing the influences between the core value and the innovation behavior. For practical implications, a sustainable and strategic development program for the core value and its recognition based on real cases or stories rather than a simple training is essential. In addition, to accomplish the management success of the hotel and the job performance of staff, the innovation behavior program should be internalized, utilizing the existing programs of other enterprises. Also, the satisfaction level and the loyalty of employees can improve with the sound rewards, recruitments and human resource program based on the core value recognition and the innovation behavior. The study suggests to establish separate programs per positions or the employees' work experiences for a new or an internalizing program for the sound business culture establishment thru the core vale and the innovation behavior. Limitations and suggestions are as follow. First, the research may hold a limit to generalization for the sample were limited to the permanent employees of 4 first class hotels in Jeju Special Self-Governing Province, and the future study may include the larger range samples. Second, the study has focused on the demographic characteristics and working characteristics of the core value, but future study may advance further if a counter analysis of the core value against the various management type can be applied. Third, the limitation of the innovation behavior as a variable exists. The studied innovation behavior includes the innovation creation and innovation application. The impact of the influence on each variable of the innovation creation and innovation application would be significant to research into. The cause-and-effect relationships from the future multi-dimensional study on the innovation behavior may take closer looks at the multi-dimensional variables. I hope the future study to overcome such limitations and problems and contribute a great deal for the theoretical purposes and the practical purposes.