호텔 종사원의 직업 소명의식과 심리적 주인의식이 직무열의 및 직무성과에 미치는 영향
Effects of Hotel Employee's Occupational Calling and Psychological Ownership on Job Engagement and Job Performance
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Service companies tried to find ways to reduce burnout and turnover intention by finding job stressors of employees for efficient human resource management. In addition, it was intended to prevent sabotage or deviant behavior by employees so that employees can concentrate on their jobs and prevent acts that cause damage to the company. However, recently, research on positive psychology has begun rather than research on these negative aspects. Therefore, the purpose of this study is to empirically investigate the effect of hotel employees' occupational calling and psychological ownership on their job engagement and job performance. To achieve the purpose of this study, a questionnaire survey was conducted with hotel employees, and a total of 180 questionnaires were used for empirical analysis. As a result of factor analysis, occupational calling, psychological ownership, job engagement, and job performance were each classified into a single dimension. As a result of hypothesis testing, it was found that the occupational calling of hotel employees had a significant effect on psychological ownership, job engagement, and psychological ownership of hotel employees had a significant effect on job engagement, and it was verified that job engagement had a significant effect on job performance. In the end, it was studied that a sense of occupational calling and psychological ownership are necessary to increase job engagement and improve job performance of hotel employees.
Abstract
Service companies tried to find ways to reduce burnout and turnover intention by finding job stressors of employees for efficient human resource management. In addition, it was intended to prevent sabotage or deviant behavior by employees so that employees can concentrate on their jobs and prevent acts that cause damage to the company. However, recently, research on positive psychology has begun rather than research on these negative aspects. Therefore, the purpose of this study is to empirically investigate the effect of hotel employees' occupational calling and psychological ownership on their job engagement and job performance. To achieve the purpose of this study, a questionnaire survey was conducted with hotel employees, and a total of 180 questionnaires were used for empirical analysis. As a result of factor analysis, occupational calling, psychological ownership, job engagement, and job performance were each classified into a single dimension. As a result of hypothesis testing, it was found that the occupational calling of hotel employees had a significant effect on psychological ownership, job engagement, and psychological ownership of hotel employees had a significant effect on job engagement, and it was verified that job engagement had a significant effect on job performance. In the end, it was studied that a sense of occupational calling and psychological ownership are necessary to increase job engagement and improve job performance of hotel employees.
참고문헌 (37)
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