호텔기업 비정규직구성원이 지각하는 심리적 계약위반이 조직신뢰 및 상사신뢰에 미치는 영향에 관한 연구 - 자기효능감을 조절변수로 -
A Study on The Influence of Perceived Psychological Contract Violations of Temporary Employees in The Hotel Industry on Organizational Confidence and Supervisor Confidence - Focuing on Moderating Effects of Self Efficacy -
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The purpose of this study is to investigate the relationship between the violation of psychological contracts of organizational members and organizational confidence through efficient and systematic human resources management to achieve the management goals of the hotel company. Additionally, we will examine the reliance on non-standard workers and human resource management of food service industry. First, this investigates the influence relationship between the violation of psychological contract of temporary employees, breach of transactional contract, and breach of relationship contract and organization confidence, supervisor confidence, and basic efficacy. Second, this verifies the effect of the psychological contract of temporary employees on the organization confidence. Third, this justifies the effect of the psychological contract of temporary employees on the superior confidence. Fourth, this demonstrates the regulation effect between the violation of psychological contract and the self-efficacy of temporary employees. A questionnaire had been used in this study with 400 temporary employees in 16 random hotels companies. The finding in this study represents that there is no relationship between organizational supports and temporary employees’ job in the hotel industry. For the first reason, sub factors of the learning orientation, such as learning environment, vision sharing and openness of temporary employees, shows positive influence on job involvement and satisfaction. On the other hand, organizational supports indicate positive influence only to learning orientation and job involvement. Therefore, for temporary employees who affect by job involvement and satisfaction from learning orientation has no relationship with organizational supports.
Abstract
The purpose of this study is to investigate the relationship between the violation of psychological contracts of organizational members and organizational confidence through efficient and systematic human resources management to achieve the management goals of the hotel company. Additionally, we will examine the reliance on non-standard workers and human resource management of food service industry. First, this investigates the influence relationship between the violation of psychological contract of temporary employees, breach of transactional contract, and breach of relationship contract and organization confidence, supervisor confidence, and basic efficacy. Second, this verifies the effect of the psychological contract of temporary employees on the organization confidence. Third, this justifies the effect of the psychological contract of temporary employees on the superior confidence. Fourth, this demonstrates the regulation effect between the violation of psychological contract and the self-efficacy of temporary employees. A questionnaire had been used in this study with 400 temporary employees in 16 random hotels companies. The finding in this study represents that there is no relationship between organizational supports and temporary employees’ job in the hotel industry. For the first reason, sub factors of the learning orientation, such as learning environment, vision sharing and openness of temporary employees, shows positive influence on job involvement and satisfaction. On the other hand, organizational supports indicate positive influence only to learning orientation and job involvement. Therefore, for temporary employees who affect by job involvement and satisfaction from learning orientation has no relationship with organizational supports.
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