호텔종사자의 직무요구와 직무자원(JD-R), 직무열의,자아효능감 및 업무성과간의 관계연구 = Examining the Relationships among Hotel Employees' Job Demands, Job Resources, Work Engagement, Self Efficacy, and Department Performance

다국어 초록 (Multilingual Abstract)

The aims of this research were to identify critical factors of not only job demands but also job resources in inducing hotel employees' work engagement and examine the interrelationship among work engagement, self efficacy and department performance. Based on the literature review, proposed model and 10 hypotheses were derived. The conceptual model empirically tested using data collected from 319 hotel employees. The results from structural equation modeling reveled that (1) two sub-dimensions of job demands, which include work overload and emotional demands, have negative impact on work engagement, but the other one, work-home interference, does not have a significant impact on work engagement, (2) among four sub-dimensions of job resources, three sub-dimensions (social support, job autonomy and opportunities to learn and to develop) enhance work engagement but feedback, and (3) work engagement positively influences on both self-efficacy and department performance. In addition, the effect of self-efficacy on department performance is significant. Based on the findings from this empirical study, theoretical and practical implications are discussed.

국문 초록 (Abstract)

본 연구의 목적은 호텔종사원의 직무열의를 유발하기 위한 직무요구 및 직무 자원의 세부요인을 밝히고, 호텔 종사원의 직무열의가 자기효능감 및 업무성과에 어떻게 영향을 미치는지 확인하는 것이다. 기존 관련 선행연구들을 분석, 고찰하여 구조모형을 완성하였으며, 10개의 가설을 제안하였다. 본 연구는 실증조사를 통하여 319명 호텔 직원들의 자료를 확보하였으며, 구조방정식(SEM: structural equation modeling)을 이용하여 자료를 분석하였다.
본 연구에서 나타난 결과는 첫째, 직무요구의 두 가지 하위요인에 해당하는 업무과부하와 감정적 요구가 직무열의를 저하시키는 요인으로 유의하게 나타났으며, 직장-가정 갈등은 유의하지 않은 요인으로 나타났다. 둘째, 직무자원의 하위요인들 중 사회적 지원, 업무자율성 및 자기개발의 기회의 세 가지 요인은 직무열의에 긍정적인 영향을 미치며, 피드백은 유의한 영향을 미치지 않는 요인으로 나타났다. 셋째, 직무열의는 자기효능감 및 업무성과를 증진시키며, 자기효능감 또한 업무성과를 향상시키는 데 유의한 영향을 미쳤다. 위와같은 결과를 바탕으로 학문적, 이론적 시사점이 논의되었다.

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