호텔종사원들의 개인-조직 적합도 지각이 직무만족과 직무몰입에 미치는 영향에 관한 연구

• 영문명: A Study on the Effect of Person-Organization Fit on Job Satisfaction and Job Involvement
• 발행기관: 한국문화관광학회
• 저자명: 박인규(Park In-kyu)
• 간행물 정보: 『문화관광연구』제8권 제1호, 229~243쪽, 전체 15쪽
• 주제분류: 사회과학 > 관광학
• 파일형태: PDF
• 발행일자: 2006.06.30

영문 초록

One of the Major problems companies face in the marketplace is a gap between corporate values as perceived by the employee and the individual values of employees. Such a difference is perceived by their employees as a lie that causes them to feel a lack of identification with the corporate value and an unwillingness to support it adequately. So how can the organization close that gap? This research showed that Person-Organization Fit (POF) can play a significant role in closing that gap. The notion of Person-Organization Fit, i.e. the fit between organizational values and the individual values of employees, has been explored a lot and normally in relation to internal organizational aspects such as organizational commitment, organizational identification, job satisfaction, intention to leave the organization and so on. This research examined the impact of POF from quite a different aspect, external one, and that is the value perception of employees. For these purposes, the author developed several hypotheses and collected data from 315 employees of hotel organization. The data were analyzed with SAS 9.1. The conclusions derived from this research are that employees’ POF positively affects the extent to which they perceive their job satisfaction as congruent with those declared by the earlier study, and that this value perception level of employees positively affects the employees’ job involvement. It seems therefore that HR managers have to pay attention to the POF as a means to improve the organization’s performance. But a high POF may have also a negative influence because of its being an obstacle to change; a strong corporate culture, as a consequence of a high POF, might lead to a dangerous inflexibility and inability to see the urgency for change.

목차

[ABSTRACT]

Ⅰ. 서론

Ⅱ. 이론적 배경

Ⅲ. 실증연구

Ⅳ. 분석결과

Ⅴ. 요약 및 결론

참고문헌

키워드

Person-Organization Fit Job Satisfaction Job Involvemen