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酒店员工的坚毅与离职倾向间的关系研究 －组织认同感的中介作用和人力资源管理共识性的调节作用－

The Relationship Between Grit and Turnover Intention of Hotel Employees －The Mediating Role of Organization Identity and Moderating Role of HRM Consensus－

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중국학연구회 (The Society Of Chinese Studies)|2022.08|중국학연구|제101호|pp. 215-248|DOI https://doi.org/10.36493/JCS.101.7

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중국Turnover IntentionChina그릿Grit이직의향조직정체감인적자원관리의 합의성Organization IdentityHRM Consensus
주제분류중국어와문학

초록

종업원의 높은 이직률은 호텔 기업의 인적자원관리에서 직면하는 핵심 문제이다. 본 연구는 이러한 문제의 해결과 관련하여 학계가 주목하는 이직의 선행변수인 이직의향에 초점을 두고 이를 줄일 수 있는 종업원의 개인특성 요인과 조직의 제도적 요소에 주목하여 다음의 연구를 진행하였다. 긍정심리학과 조직행동이론을 바탕으로 종업원의 긍정심리특성인 그릿의 수준이 이직의향에 미치는 영향관계를 고찰하고 사회정체성이론에 기반하여 인지된 조직정체감이 그릿과 이직의향간의 매개효과를 분석하였다. 또한 인적자원관리의 강도이론에 기반하여, 종업원이 지각하는 조직의 제도적 요소인 인적자원관리의 합의성이 종업원의 그릿과 조직정체감 간의 관계에서의 조절효과를 분석하였다. 선행연구와 이론적인 고찰에 기반하여 연구가설들을 제시한 후, 가설검증을 위하여 중국호텔기업의 420명 종업원에 대한 설문조사를 진행하고 획득한 자료들에 대한 통계적 분석으로 가설검증을 진행하였다. 실증분석결과 종업원 그릿의 하위 요소인 열정과 지속적인 노력은 각각 이직의향을 감소시켰으며, 조직정체감은 종업원의 그릿과 이직의향간의 관계를 매개하는 것을 검증하였다. 그리고 인적자원관리의 합의성은 그릿과 조직정체감의 관계를 조절하는 것을 입증하였다. 연구결과에 기반하여 그릿과 조직정체감 및 인적자원관리의 합의성이 호텔기업에서의 종업원 채용과 이직관리에서 가지는 이론적 의의와 시사점을 제시하고 실무적인 활용방안을 제안하였다. 글의 말미에는 본 연구의 한계와 향후의 연구방향을 제시하였다.

Abstract

The high turnover rate of employees is a key problem faced by hotel companies in human resource management. In relation to solving this problem, this study focused on turnover intention, a leading variable in turnover that academia pays attention to, and focused on the individual characteristics of employees and the institutional factors of the organization to reduce it. Based on the theory of positive organization, the effect of employee grit on turnover intention and the mediating effect of organizational identity were analyzed based on social identity theory, and the moderating effect of HRM consensus was analyzed. As for the data for empirical analysis, survey data on 420 employees of Chinese hotel companies were used. As a result of the empirical study, passion and continuous effort, which are sub-elements of employee grit, each reduced turnover intention, and it was verified that organizational identity mediated the relationship between employee grit and turnover intention. And verified the HRM consensus moderated the relationship between grit and organizational identity. Based on the research results, the theoretical significance and implications of grit, organizational identity, and HRM consensus in recruitment and turnover management were presented and practical application plans were proposed. At the end of, the limitations of this study and future research directions were presented.

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