호텔 직원의 임파워먼트와 직무스트레스가 조직몰입과 이직의도에 미치는 영향

Abstract

Studies on individual correlation of empowerment, job stress, and organizational commitment of hotel employees have been conducted from various perspectives but the overall correlation between them and effects on each other leave something to be desired. Therefore, this study analyzed awareness of hotel employees about the necessity of empowerment and job stress factors that they feel in many circumstances related to their duties based on results of previous studies, and analyzed a relationship between variables related to organizational commitment and turnover intention. The purpose of this study is to investigate matters regarding their relationship and to suggest future direction and implications on employees of deluxe hotels in Jeju Island and conducted a survey about the effects of empowerment and job stress on organizational commitment and turnover intention of five-star hotel employees in Jeju Island to identify flexible and effective human resource management method for acquiring competitive power and strengthening capability for rapidly changing external competitive environment. This study selected 9 five-star hotels in Jeju Island and conducted a questionnaire survey on total 360 employees of five-star hotels for total 15 days from Apr 18 to May 2, 2017. 360 copies(100.0%) among total 360 copies of questionnaire survey were collected, and used 352 valid samples(97.8%) excluding 8 copies with unreliable response in an empirical analysis. Statistical analysis of an empirical analysis was conducted using SPSS 20.0 Program. This study conducted a technical statistical analysis, the frequency analysis, to analyze general characteristics of data and basic analysis, used credibility analysis based on Cronbach's Alpha to verify internal consistency and reliability of investigation items, progressed validity verification using exploratory factor analysis, and conducted factor analysis, linear regression analysis, and regression analysis of moderating effects to verify hypothesis of this study. The analysis results of this study are as follows. First, according to the result of analyzing the effects of empowerment of hotel staffs on organizational commitment in regards to hypothesis 1, hypothesis 1 was adopted as it was identified that "capability and self-determination" and "meaningfulness" that were classified into empowerment factors make significantly positive effect on organizational commitment, and it was identified that influencing relationship between empowerment and organizational commitment is valid. Secondly, in regards to hypothesis 2, hypothesis 2 was adopted in part as it was identified that only "meaningfulness" among empowerment factors makes a significantly negative effect on turnover intention, and influencing relationship between empowerment and turnover intention was valid but showed somewhat low value of explanation power. Thirdly, according to the result of analyzing the effects of job stress and organizational commitment on organizational commitment of hotel staffs in regards to hypothesis 3, hypothesis 3 was adopted as it was verified that "compensatory relationship," "human relations," and "role ambiguity" that were classified as job stress factors make significantly negative effect on organizational commitment and that influencing relationship between job stress and organizational commitment to be valid. Fourthly, according to the result of analyzing the effects of job stress on turnover intention of hotel employees, hypothesis 4 was adopted in part because it was verified that only "compensatory relationship" and "human relations" among "compensatory relationship," "human relations," and "role ambiguity" that were classified as job stress factors make significantly positive effect on turnover intention and that influencing relationship between job stress and turnover intention to be valid. Fifthly, according to the result of analyzing the effects of organizational commitment and turnover intention of hotel employees, hypothesis 5 was adopted because it was identified that organizational commitment makes significantly negative effect on turnover intention. It is considered that this study can provide help for offering more efficient working environment to hotel employees because this study analyzed awareness of employees about the necessity of empowerment and job stress in various work-related environments and identified a correlation between various variables related to the result, organizational commitment, and turnover intention.