호텔종사원의 소명의식과 조직기반 자긍심, 직무열의, 혁신행동의 구조적 관계
The Structural Relationship among Calling, Organizational-Based Self-Esteem, Job Engagement and Innovative Behavior of Hotel Employees
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The purpose of this study is to investigate the individual variables of hotel employees’ calling, organizational-based self-esteem, job engagement and innovative behavior, and further to analyze their relationships comprehensively. For this study, a questionnaire survey of employees who served for five-star hotels located in Daegu, Busan and Jeju-do was conducted, and as for the sampling method, convenience sampling was used. The questionnaire survey was carried out for about three months from December in 2023 to February in 2024. 300 questionnaire copies were distributed, and 253 copies among them were used as data for analysis. The results of hypothesis testing are as follows: First, it was found that the hotel employees’ calling had significant positive (+) effects on their organizational-based self-esteem. Second, it was found that the hotel employees’ calling had significant positive (+) effects on their job engagement. Third, it was found that the hotel employees’ organizational-based self-esteem had significant positive (+) effects on their innovative behavior. Finally, it was found that the hotel employees’ job engagement had significant positive (+) effects on their innovative behavior. Based on the results of this study, hotel companies need to introduce a human resource management system that can improve innovative behavior by providing a recognition and compensation system that can improve employees' sense of calling and organizational-based self-esteem, and a program to strengthen employee participation and communication.
Abstract
The purpose of this study is to investigate the individual variables of hotel employees’ calling, organizational-based self-esteem, job engagement and innovative behavior, and further to analyze their relationships comprehensively. For this study, a questionnaire survey of employees who served for five-star hotels located in Daegu, Busan and Jeju-do was conducted, and as for the sampling method, convenience sampling was used. The questionnaire survey was carried out for about three months from December in 2023 to February in 2024. 300 questionnaire copies were distributed, and 253 copies among them were used as data for analysis. The results of hypothesis testing are as follows: First, it was found that the hotel employees’ calling had significant positive (+) effects on their organizational-based self-esteem. Second, it was found that the hotel employees’ calling had significant positive (+) effects on their job engagement. Third, it was found that the hotel employees’ organizational-based self-esteem had significant positive (+) effects on their innovative behavior. Finally, it was found that the hotel employees’ job engagement had significant positive (+) effects on their innovative behavior. Based on the results of this study, hotel companies need to introduce a human resource management system that can improve innovative behavior by providing a recognition and compensation system that can improve employees' sense of calling and organizational-based self-esteem, and a program to strengthen employee participation and communication.
참고문헌 (43)
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