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재벌호텔의 한국문화관련 인적자원관리 인사제도와 조직공정성, 조직유효성 간의 관계 연구

A Study on the relationship between HRM Practices which are based on the Korean Culture, Organisational Justice and Organisational effectiveness in the Chaebol Hotels

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관광경영학회 (Tourism Management Research Organization)|2021.01|관광경영연구 (Journal of Tourism Management Research)|제25권 제1호|pp. 291-312

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키워드

Job SatisfactionTurnover IntentionHuman resource managementKorean cultureStructural Equation ModellingChaebol hotelsOrganisational justice

초록

The purpose of this study was to investigate how employees perceived human resource management practices which are based on the Korean culture and orgnisational effectiveness in the Chaebol hotels. This study utilized the structural equation modelling to analyze structural relationships. The results of this study demonstrated that the factor of 'performance appraisal' had a positive influence on ‘distributive and procedure justice’ while the factor of ‘recruitment and selection’ had no significant influence on both organisational justice. Also ‘distributive justice’ significantly influenced ‘job satisfaction’ and ‘procedure justice’ had a positive influence on ‘job satisfaction’ and ‘turnover intention’ in the Chaebol hotels. This study found that Chaebol hotels which are associated with Korean culture which is tailored HRM practices such as ‘group goal-setting as part of performance appraisal’, ‘loyalty as much as performance’, ‘managers informally discuss individual performance’ otherwise employees considered ‘families·regions·school relations’, ‘age’, ‘seniority’ was not important in the aspect of recruitment and selection. Therefore the results of this study implied that there are different HRM practices which enact the combined with specific culture and distinctive characteristics of each organisation.

Abstract

The purpose of this study was to investigate how employees perceived human resource management practices which are based on the Korean culture and orgnisational effectiveness in the Chaebol hotels. This study utilized the structural equation modelling to analyze structural relationships. The results of this study demonstrated that the factor of 'performance appraisal' had a positive influence on ‘distributive and procedure justice’ while the factor of ‘recruitment and selection’ had no significant influence on both organisational justice. Also ‘distributive justice’ significantly influenced ‘job satisfaction’ and ‘procedure justice’ had a positive influence on ‘job satisfaction’ and ‘turnover intention’ in the Chaebol hotels. This study found that Chaebol hotels which are associated with Korean culture which is tailored HRM practices such as ‘group goal-setting as part of performance appraisal’, ‘loyalty as much as performance’, ‘managers informally discuss individual performance’ otherwise employees considered ‘families·regions·school relations’, ‘age’, ‘seniority’ was not important in the aspect of recruitment and selection. Therefore the results of this study implied that there are different HRM practices which enact the combined with specific culture and distinctive characteristics of each organisation.

참고문헌 (50)

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