컨벤션기획사의 기획역량 활용에 따른 직무만족과 성과에 관한 연구

국문 초록 (Abstract)

컨벤션 산업은 대표적인 지식기반의 서비스 산업으로 인적 자원의 중요성이
부각되고 있으며, 이에 따라 컨벤션 기획사의 전문성 향상을 위하여 전략적이
고 창의적인 기획역량 활용의 필요성이 제기된다. 이러한 배경 아래 본 연구는
한정된 인적 자원을 활용하여 최대한의 효과를 낼 수 있는 질적 성장을 가져올
수 있도록 컨벤션 기획사의 기획역량의 활용에 따른 직무만족과 직무 및 조직
성과와의 영향관계를 규명하고자 하였다. 본 연구에서는 국내 컨벤션 관련
기업 종사자, 주최 기관 담당자, 컨벤션 시설 및 장치 기업 종사자, 컨벤션
서비스 및 관광 분야 종사자를 대상으로 하여 컨벤션 기획사의 기획역량 활용
정도를 파악하고, 그에 따른 직무만족과 직무 및 직성과에 미치는 영향 관계를
파악하여 컨벤션 기획사의 기획역량 활용의 필요성을 강조하고자 하였다.
총 252부의 유효 표본을 실증분석에 사용하여 탐색적 요인분석을 실시한
결과, 컨벤션 기획사의 직무에서 기획역량 활용 측정요인을 현장운영 및 성과
관리, 총괄기획 및 운영, 행사유치 및 개발, 홍보 및 디자인 운영, 프로그램
계획 및 개발, 참가자 관리로 도출하였다. 다중회귀분석 결과 컨벤션 기획사의
기획역량 활용은 직무만족, 직무성과와 조직성과에 모두 영향을 미치는 것으로
나타났으며, 직무만족은 직무성과와 조직성과에 모두 영향을 미치는 것으로
검증되었다. 본 연구를 토대로 컨벤션 기획사가 단순한 행사 운영의 직무를
대행하는 역할이 아닌 기획역량을 기반으로 차별화된 컨벤션을 기획하였을 때
경쟁력 제고와 컨벤션 산업의 지속가능한 발전을 가져올 수 있음을 시사하고, 기획역량을 최대한 발휘할 수 있는 직무 역량 개발을 위한 학문적, 실무적
시사점을 도출하여 인적자원개발에 실질적인 도움을 줄 수 있는 실증적 근거
자료를 형성하였다는 점에서 의의가 있다.

다국어 초록 (Multilingual Abstract)

The convention industry is a representative knowledge-based service
industry, and the human resources is very important. Accordingly, the need
to use strategic and creative planning capabilities is raised to improve the
professionalism of professional convention organizers. Under this
background, this study aimed to identify the relationship between job
satisfaction and job performance and organizational performance based on
the use of the planning capability of the professional convention organizers,
so as to bring about qualitative growth that can maximize the effect by
utilizing limited human resources.
The purpose of this study is to grasp the level of utilization of the
strategic capability of professional convention organizers for convention
-related enterprise workers, organizer representatives, convention facility and
equipment enterprise workers, and convention service and tourism workers.
As a result of exploratory factor analysis using a total of 252 copies of
the effective samples for empirical analysis, the operational factors and
performance management, general planning and operation, event planning
and operation, event promotion and design, publicity and design operation of
the planning capability utilization in the duties of professional convention
organizers, program planning and development, and participant management.
As a result of the multiple regression analysis, it was found that the
utilization of planning capability of the professional convention organizers
affects both job satisfaction and job performance and organizational
performance, and job satisfaction has been verified to affect both job
performance and organizational performance. Based on this study, it
suggests that when the professional convention organizers devised a
differentiated convention based on strategic capability rather than acting as
a proxy for the task of operating the event, it can improve competitiveness
and bring sustainable development of the convention industry. It is
significant in that it has established empirical evidence that can help
practically develop human resources by deriving academic and practical
implications for the development of job competency to the fullest extent.

목차 (Table of Contents)

• 제 1 장 서 론 1
• 제 1 절 연구의 배경 및 필요성 ············································································· 1
• 제 2 절 연구의 목적 ······························································································· 4
• 제 3 절 연구의 방법 및 구성 ··················································································· 5
• 제 2 장 이론적 고찰 8
• 제 1 절 컨벤션 기획사의 기획역량에 대한 이해 ················································· 8
• 1. 컨벤션 기획사의 개념 및 특성 ········································································· 8
• 2. 컨벤션 기획사의 기획역량 관련 선행연구 ··················································· 19
• 3. 컨벤션 기획사 기획역량 활용 측정 요소 도출 ··········································· 22
• 제 2 절 직무만족에 대한 이론적 고찰 ································································ 24
• 1. 직무만족의 개념 및 정의 ··············································································· 24
• 2. 직무만족 관련 선행연구 ··················································································· 26
• 3. 직무만족 구성요소 및 측정변수 ····································································· 27
• 제 3 절 직무 성과에 대한 이론적 고찰 ······························································ 29
• 1. 직무성과의 개념 및 정의 ················································································ 29
• 2. 직무성과 관련 선행연구 ··················································································· 31
• 3. 직무성과 구성요소 및 측정변수 ····································································· 32
• 제 4 절 조직성과에 대한 이론적 고찰 ································································ 34
• 1. 조직성과의 개념 및 정의 ················································································ 34
• 2. 조직성과 관련 선행연구 ·················································································· 36
• 3. 조직성과 구성요소 및 측정변수 ····································································· 37
• 제 3 장 연구방법 39
• 제 1 절 연구 설계 ··································································································· 39
• 1. 연구모형 ············································································································· 39
• 2. 연구가설 설정 ··································································································· 40
• 제 2 절 변수의 조작적 정의 및 설문구성 ······················································· 43
• 1. 변수의 조작적 정의 ························································································· 43
• 2. 설문지 구성 ······································································································· 45
• 제 3 절 자료수집 및 분석방법 ·········································································· 47
• 1. 자료수집방법 및 범위 ····················································································· 47
• 2. 자료 분석방법 ··································································································· 48
• 제 4 장 연구의 결과 49
• 제 1 절 조사응답자의 일반적 특성 ···································································· 49
• 1. 인구통계학적 특성 ··························································································· 49
• 2. 일반적 특성 ······································································································· 50
• 제 2 절 신뢰도 및 타당성 분석 ·········································································· 51
• 1. 컨벤션 기획사의 기획역량 활용에 대한 신뢰도 및 타당성 분석 ··········· 51
• 2. 컨벤션 기획사의 직무만족에 대한 신뢰도 및 타당성 분석 ····················· 53
• 3. 컨벤션 기획사의 직무성과에 대한 신뢰도 및 타당성 분석 ···················· 54
• 4. 컨벤션 기획사의 조직성과에 대한 신뢰도 및 타당성 분석 ···················· 55
• 제 3 절 가설검증 ···································································································· 56
• 1. 컨벤션 기획사의 기획역량 활용과 직무만족의 영향관계 검증 ················ 56
• 2. 컨벤션 기획사의 기획역량 활용과 직무성과의 영향관계 검증 ················ 57
• 3. 컨벤션 기획사의 기획역량 활용과 조직성과의 영향관계 검증 ················ 58
• 4. 직무만족과 직무성과의 영향관계 검증 ························································· 59
• 5. 직무만족과 직무성과의 영향관계 검증 ························································· 60
• 6. 가설 검증 요약 ································································································· 61
• 제 5 장 결론 및 시사점 63
• 제 1 절 연구의 요약 ································································································· 63
• 제 2 절 연구의 시사점 ·························································································· 66
• 제 3 절 연구의 한계점 및 향후 연구 제언 ······················································ 71
• 국내참고문헌 ···························································································· 72
• 해외참고문헌 ···························································································· 79
• 영문초록 ···································································································· 82
• 설문지 ········································································································ 84