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호텔종사원이 지각하는 고용불안정성과 이직의도와의 관계에 심리적 계약위반 매개효과: 대전지역 특급호텔을 중심으로

The Mediating Effects of Psychological Contract Breach Between Hotel Employee's Perceptive Employment Instability and Turnover Intention: Focused on the deluxe hotel in Daejeon

박호현
관광경영학회 (Tourism Management Research Organization)|2018.01|관광경영연구 (Journal of Tourism Management Research)|제22권 제1호|pp. 137-161|DOI 10.18604/tmro.2018.22.1.7

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초록

The objective of this study is to examine empirically the mediated effect of psychological contract breach on the relation between employment instability and turnover intention for hotel employees. To achieve this aim, an empirical research based on literature review was conducted deploying a survey method. The subjects were the employees of hotels located in Daejeon city, and the answered survey results were coded. Based on the collected data using SPSS 23.0(for Windows) and AMOS released 23.0, conducted are a frequency analysis; exploratory factor analysis on employment instability, psychological contract breach, and turnover intention; and reliability analysis. In addition, regression analysis was exploited to see the effects among variables, and structural equational model to verify the hypothesis to examine the causal effect on this study. Also, statistical significance test on indirect effect was conducted using Sobel’s Z test to verify the mediated effect of psychological contract breach. The test results support the followings: First, the mechanism between employment instability and turnover intention did not show a significant result, while a positive relationship was expected previously. From the model on this study, it could not be concluded that employment instability affects turnover intention. Second, the test results supported that employment instability has a positive relation with psychological contract breach. Third, the psychological contract breach was also verified to have statistically positive relation with turnover intention. Fourth, the psychological contract breach showed a full medicated effect in the mechanism between employment instability and turnover intention. These results suggested the need of the programs between manager groups and workers, a training program to minimize the psychological contract breach, improvements on net payment and welfare, and fare, transparent human resource management.

Abstract

The objective of this study is to examine empirically the mediated effect of psychological contract breach on the relation between employment instability and turnover intention for hotel employees. To achieve this aim, an empirical research based on literature review was conducted deploying a survey method. The subjects were the employees of hotels located in Daejeon city, and the answered survey results were coded. Based on the collected data using SPSS 23.0(for Windows) and AMOS released 23.0, conducted are a frequency analysis; exploratory factor analysis on employment instability, psychological contract breach, and turnover intention; and reliability analysis. In addition, regression analysis was exploited to see the effects among variables, and structural equational model to verify the hypothesis to examine the causal effect on this study. Also, statistical significance test on indirect effect was conducted using Sobel’s Z test to verify the mediated effect of psychological contract breach. The test results support the followings: First, the mechanism between employment instability and turnover intention did not show a significant result, while a positive relationship was expected previously. From the model on this study, it could not be concluded that employment instability affects turnover intention. Second, the test results supported that employment instability has a positive relation with psychological contract breach. Third, the psychological contract breach was also verified to have statistically positive relation with turnover intention. Fourth, the psychological contract breach showed a full medicated effect in the mechanism between employment instability and turnover intention. These results suggested the need of the programs between manager groups and workers, a training program to minimize the psychological contract breach, improvements on net payment and welfare, and fare, transparent human resource management.

참고문헌 (50)

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