호텔기업에 있어 비정규직의 증가가 이중몰입 및 이직의도에 미치는 영향

• 영문명: The effects of increasing irregular employees on dual commitment and turnover intention in hotel industry
• 발행기관: 대한관광경영학회
• 저자명: 박종혁 최우성
• 간행물 정보: 『관광연구』제21권 제2호, 81~103쪽, 전체 23쪽
• 주제분류: 사회과학 > 관광학
• 파일형태: PDF
• 발행일자: 2006.08.30

국문 초록

본 연구에서는 조직몰입과 경력몰입의 관계를 살펴보며, 비정규직의 증가에 따라 이중몰입에 어떠한 영향을 미치며, 마지막으로 이중몰입의 개념을 도입해 두 변수의 관계유형에 따라 집단으로 분류하여 이들이 이직의도에 어떠한 차이를 보이는지 살펴보고자 한다. 분석결과 다음과 같은 연구결과가 도출되었다. 첫째, 조직몰입과 경력몰입이 서로 독립적이며, 보완적인 관계로 나타났으며 둘째, 비정규직의 증가가 조직과 경력의 이중몰입에 영향을 미치는 것으로 나타났으며, 비정규직의 증가가 조직몰입이나 경력몰입을 감소시키는 원인이라는 것이 통계적으로 입증된 것이다. 셋째, 경력몰입과 조직몰입 간 관계유형에 따라 이직의도가 차이가 있는 것으로 나타났다. 조직몰입과 경력몰입이 모두 낮은 경우가 그렇지 않은 경우, 즉 조직몰입과 경력몰입이 모두 높은 경우, 조직몰입이 낮고 경력몰입이 높은 경우, 그리고 조직몰입이 높고 경력몰입이 낮은 경우보다 이직의도가 높은 것으로 나타났다.

영문 초록

Nowadays, businesses are asked to be changed to survive and enjoy sustainable growth. The width and depth of change will range from new structure, strategies, system and business culture to the creation of innovative management and flexibility. These changes of business sectors lead to reorganization and downsizing that lead to changes in the labor market and it is hard to guarantee the life long job. This means that employment cycle of people is getting shorter just like the life cycle of the product does. In line with this phenomena, the employees, commitment to the organization is likely to fall while the commitment to their own goals or occupation is rising. However, it could be more optimal choice for employees to strengthen their commitment and loyalty to the organization they work for now rather than to try to be evaluated at the outside labor market especially in the business context of Korea where the nature of employment relations is not defined clearly and sufficiently enough. The results of this empirical investigation are as follows; First, commitment to the career and the organization was shown to be independent but complementary in their relations. This proved the independency between two concepts and the existence of positive relations between them. This study also showed that both commitments can be rise or fall at the same time unlike the most previous studies' predictions that as the organizational commitments are rising, the career commitments are falling like a zero-sum game. This reflects that the subjects of this study have a strong characteristics of professionals. Second, the increase of irregular workforce influenced on the dual commitments and statistics proved that increasing irregular workforce leads to decrease the commitment to the career and the organization. There showed a difference in the intention of finding another job in accordance with the typology between organizational commitment and career commitment. Of several possible cases, when both organizational and career commitment were low, the intention to shift to another job was high. Results of this study reveals that the higher the career commitment is to improve one's ability in workplace, the higher the employees' commitment to the organization rises. Accordingly, since the dual commitments plays a pivotal role in enhancing the employees' ability in work situations, developing and improving the employment environment is highly required in the light of reinforcing the competitiveness of the organization and improving the employees' abilities in the organizations.

목차

요약

Ⅰ. 서론

Ⅱ. 이론적 배경

Ⅲ. 연구 설계

Ⅳ. 실증분석

Ⅴ. 결론

참고문헌

Abstract

키워드

이중몰입 비정규직의 증가 이직의도 dual commitment increasing irregular employee turnover intention