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외식산업 종사원의 임금만족과 이직의사의 관계에 관한 실증적 연구
홍경옥 한국외식경영학회 2005 외식경영연구 Vol.8 No.2
This study aims to verify the relationship between employee pay satisfaction and turnover intention in restaurants. Two dimensions of pay satisfaction are used: satisfaction with pay levels and satisfaction with the structure/administration of pay. Our conclusions are based on a survey of 180 employees using sex, age, and seniority as control variables. We set a regression model which treated turnover intention as a dependent variable and pay satisfaction as an independent variable. Our results suggest a significant positive relationship between pay satisfaction and employee retention. Moreover, our hierarchical regression model demonstrates that two dimensions of pay satisfaction can explain unique variances in turnover intention. The results of the analysis suggest that turnover intention can and should be reduced by improving employee satisfaction through systematic management of pay satisfaction using pay level and pay structure/administration.
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지각된 공정성이 상사 및 조직신뢰에 미치는 영향에 관한 연구
홍경옥 김천대학교 2006 김천대학교 논문집 Vol.27 No.-
In order to maximize company's performance by improving the work ability of employees, a study must be done on the fairness perception of employees, who produce and provide service, as well as the resulting trust level on their superior/organization and the attitudes of such employees. To analyze the influence of work-site fairness perceived by the employees, and see how it effects trust level, this study sets a hypothesis and verifies it positively. The result of this verification can be summarized as below: First, distribution fairness and process fairness didn't have much influence on trust towards superior. However, interaction fairness had significant influence on trust towards superior. Second, distribution fairness, process fairness and interaction fairness all had significant influence on trust towards organization. Thus, managers must raise perceived fairness in work site by providing and activating a fair assessment evaluation, proper suggestion system, employee con-sulting system, complaint handling system, etc. By doing so, individual satisfaction level can be elevated, as well as trust level towards organization.
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여행사의 리더십, 임파워먼트, 조직몰입 및 직무성과의 관계 연구
홍경옥 김천대학교 2005 김천대학교 논문집 Vol.26 No.-
The leadership and the organizaion committment have become important field in many studies.
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여행사 종사원의 직무특성이 직무스트레스, 직무만족에 미치는 영향
홍경옥 (사)한국관광레저학회 2017 관광레저연구 Vol.29 No.12
The purpose of this study is to investigate the influence of job characteristics, job stress, and job satisfaction on travel agency employees. In particular, the relationship between job characteristics and job satisfaction is examined as to whether the locus of control in the individual characteristics of the employees plays a role as a control variable. The results of the analysis are summarized as follows: First, the task significance and the task identity among job characteristics were identified to affect job stress. Second, it was verified that only job autonomy affects job satisfaction among job characteristics. Third, job stress has a negative effect on job satisfaction. Finally, as a result of analyzing the moderating effects of job characteristics and the locus of control on job satisfaction, it is ratified that internals have a moderating effect in case of task significance, whereas both internals and externals have a moderating effect disclose. The purpose of this study is to investigate the influence of job characteristics, job stress, and job satisfaction on travel agency employees. In particular, the relationship between job characteristics and job satisfaction is examined as to whether the locus of control in the individual characteristics of the employees plays a role as a control variable. The results of the analysis are summarized as follows: First, the task significance and the task identity among job characteristics were identified to affect job stress. Second, it was verified that only job autonomy affects job satisfaction among job characteristics. Third, job stress has a negative effect on job satisfaction. Finally, as a result of analyzing the moderating effects of job characteristics and the locus of control on job satisfaction, it is ratified that internals have a moderating effect in case of task significance, whereas both internals and externals have a moderating effect disclose.
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호텔 직원의 경력특성, 조직몰입, 경력몰입, 직무만족과의 관계 검증
홍경옥,임인환 동북아관광학회 2014 동북아관광연구 Vol.10 No.1
본 연구에서는 호텔기업에 종사하는 직원을 대상으로 조직몰입과 경력몰입에 영향을 미치는 선행변수인 경력 특성과 조직몰입과 경력몰입, 직무만족과의 관계, 조직몰입,경력몰입이 직무만족에 미치는 영향관계를 분석 하여 호텔기업에서의 인적자원관리에실무적으로 활용할 수 있는 방안을 제시하고자 하였다. 연구결과 경력특 성 요인(경력기대, 성장기회, 경력계획, 경력만족)중 경력기대, 성장기회 요인은 조직몰입에 유의한정(+)의 영 향을 미치는 것으로 나타났다. 경력특성 요인 중 성장기회, 성장만족 요인은 경력몰입에 유의한 정(+)의 영향을미치는 것으로 나타났다. 경 력특성 요인(경력기대, 성장기회, 경력계획, 경력만족)중경력기대, 성장만족 요인은 직무만족에 유의한 정(+) 의 영향을 미치는 것으로 나타났다. 조직몰입은 직무만족에 유의한 정(+)의 영향을 미치는 것으로 나타났으며 , 경력몰입은 직무만족에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 따라서 호텔의 인사 조직 담당자들은 호텔기업의 생산성 향상을 위하여 본 연구의결과를 바탕으로 직원의 조 직몰입과 경력몰입, 직무만족을 향상시키는 경력특성에 관한 조직관리 프로그램을 개발하여 호텔 직원들이 참여하게 함으로써 장기적인 안목에서 생산성 향상에 기여 하여야 할 것이다.
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