한식 조리 종사원의 직무특성이 직무만족과 조직몰입 및 이직의도에 미치는 영향
Influence of the Job Characteristics on the Job Satisfaction, Organizational Commitment, and Turnover Intention of Korean Restaurant Employees
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Korean restaurant employees were surveyed to investigate the influence of the job characteristics on their job satisfaction, organizational commitment and turnover intention. First, the study showed that the Korean restaurant employees’ job identity, functional diversity, and feedback had a positive influence on the job satisfaction. Second, while their job identity, job importance, and feedback also conferred a positive influence on the organizational commitment, the autonomy and functional diversity did not have any positive influence. Third, as characteristics of Korean restaurant employees, the functional diversity and job importance conveyed a negative influence on turnover intention. Fourth, the job satisfaction of Korean restaurant employees conferred a positive influence on the organizational commitment. Based on this analysis, suggestions for the study are as follow: first, the entrepreneur or the manager must make sure job importance, job identity, functional diversity, autonomy, and feedback run smoothly so that their employees are satisfied with their jobs. Second, autonomy should be granted, and the feedback must continuously be vitalized. Third, as job performances are accomplished, appropriate promotion and raise must be provided. Furthermore, trust and cooperation with the entrepreneur or the manager must be established. Finally, it is suggested that as an attachment and a sense of belonging to their workplace are built and organizational commitment is realized, the turnover intention will be decreased.
Abstract
Korean restaurant employees were surveyed to investigate the influence of the job characteristics on their job satisfaction, organizational commitment and turnover intention. First, the study showed that the Korean restaurant employees’ job identity, functional diversity, and feedback had a positive influence on the job satisfaction. Second, while their job identity, job importance, and feedback also conferred a positive influence on the organizational commitment, the autonomy and functional diversity did not have any positive influence. Third, as characteristics of Korean restaurant employees, the functional diversity and job importance conveyed a negative influence on turnover intention. Fourth, the job satisfaction of Korean restaurant employees conferred a positive influence on the organizational commitment. Based on this analysis, suggestions for the study are as follow: first, the entrepreneur or the manager must make sure job importance, job identity, functional diversity, autonomy, and feedback run smoothly so that their employees are satisfied with their jobs. Second, autonomy should be granted, and the feedback must continuously be vitalized. Third, as job performances are accomplished, appropriate promotion and raise must be provided. Furthermore, trust and cooperation with the entrepreneur or the manager must be established. Finally, it is suggested that as an attachment and a sense of belonging to their workplace are built and organizational commitment is realized, the turnover intention will be decreased.
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