여행업 종사원의 직무소통이 조직신뢰, 조직몰입 및 조직성과에 미치는 영향
Effects of Job Communication of Travel Industry Employees on Organizational Trust, Organizational Commitment, and Organizational Performance
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초록
In order to achieve the purpose of this study, research progress and results were derived through empirical analysis through a survey. The survey was conducted through a self-report method in which respondents directly responded to the questionnaire. Data collection was conducted on employees who are working at travel agencies located in Seoul, Busan, Ulsan, Daegu, Daejeon, and Changwon. First, as a result of verifying the research hypothesis that "job communication will have a positive(+) effect on organizational trust", it was found that it had a significant positive(+) effect. Second, as a result of verifying the research hypothesis that "job communication will have a positive(+) effect on organizational commitment", it was found that it had a significant positive(+) effect. Third, as a result of verifying the research hypothesis that "organizational trust will have a positive(+) effect on organizational performance," it was found that it had a significant positive (+) effect. Fourth, as a result of verifying the research hypothesis that "organizational commitment will have a positive(+) effect on organizational performance," it was found that it had a significant positive(+) effect.
Abstract
In order to achieve the purpose of this study, research progress and results were derived through empirical analysis through a survey. The survey was conducted through a self-report method in which respondents directly responded to the questionnaire. Data collection was conducted on employees who are working at travel agencies located in Seoul, Busan, Ulsan, Daegu, Daejeon, and Changwon. First, as a result of verifying the research hypothesis that "job communication will have a positive(+) effect on organizational trust", it was found that it had a significant positive(+) effect. Second, as a result of verifying the research hypothesis that "job communication will have a positive(+) effect on organizational commitment", it was found that it had a significant positive(+) effect. Third, as a result of verifying the research hypothesis that "organizational trust will have a positive(+) effect on organizational performance," it was found that it had a significant positive (+) effect. Fourth, as a result of verifying the research hypothesis that "organizational commitment will have a positive(+) effect on organizational performance," it was found that it had a significant positive(+) effect.