호텔 종사원이 지각한 조직공정성이 심리적 주인의식과 직무열의，직무성과에 미치는 영향 연구 - 중국 중저가 체인 브랜드를 중심으로 -
The Effects Organizational Justice Perceived by Hotel Staffs on Psychological Ownership, Job Engagement, and Job Performance - Focus on Mid-to-Low Priced Chain Brands in China -
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The purpose of this study is to analyze the effect of organizational justice perceived by staff of Chinese mid-to-low priced chain hotels on psychological ownership, job engagement, and job performance. While previous studies have examined these variables individually, few have comprehensively explored the structural relationships among them. Moreover, research specifically focusing on employees in China's fast-growing mid-to-low priced hotel chain industry remains limited. To achieve the research objectives, an online survey was conducted among staff of such hotels, and 351 responses were used for empirical analysis. The analysis was performed using SPSS (PASW) version 27.0. The empirical results are as follows. First, organizational justice had a significant positive effect on psychological ownership. Second, psychological ownership had a significant positive effect on job engagement. Third, psychological ownership had a significant positive effect on job performance. Fourth, job engagement had a significant positive effect on job performance. Based on the empirical analysis results, useful implications for hotel managers to optimize human resource management strategies were presented. In addition, the limitations of this study and future research directions were presented.
Abstract
The purpose of this study is to analyze the effect of organizational justice perceived by staff of Chinese mid-to-low priced chain hotels on psychological ownership, job engagement, and job performance. While previous studies have examined these variables individually, few have comprehensively explored the structural relationships among them. Moreover, research specifically focusing on employees in China's fast-growing mid-to-low priced hotel chain industry remains limited. To achieve the research objectives, an online survey was conducted among staff of such hotels, and 351 responses were used for empirical analysis. The analysis was performed using SPSS (PASW) version 27.0. The empirical results are as follows. First, organizational justice had a significant positive effect on psychological ownership. Second, psychological ownership had a significant positive effect on job engagement. Third, psychological ownership had a significant positive effect on job performance. Fourth, job engagement had a significant positive effect on job performance. Based on the empirical analysis results, useful implications for hotel managers to optimize human resource management strategies were presented. In addition, the limitations of this study and future research directions were presented.