호텔기업에 있어 구조조정상의 공정성 지각이 경영진의 신뢰, 직무만족 및 조직몰입에 미치는 영향

The Impact of Justice of Layoff on Management Trust, Job Satisfaction and Organizational Commitment in the Hotel Corporations

&nbsp;&nbsp;IMF이후 경쟁의 심화와 적대적인 경영환경에 효과적으로 대응하고자 많은 호텔기업들이 구조조정을 실시해오고 있다. 이러한 구조조정은 인력감축을 동반하기 때문에 구조조정 과정에서 공정성을 지각하는 데, 인력감축에서 살아남은 생존자들이 인력감축의 절차나 실무에서 불공정성을 지각할 때 상사에 대한 신뢰감이나 조직유효성을 감소시키는 것으로 나타났다. 따라서 본 연구는 호텔기업을 대상으로 구조조정 이후 살아남은 생존자를 대상으로 정리해고의 공정성 지각이 경영진의 신뢰, 직무만족 및 조직몰입에 어떠한 영향을 미치는지를 살펴보고자 하는 것이다.<BR>&nbsp;&nbsp;이러한 연구목적을 달성하기 위해 실증분석을 실시한 결과 잔류종업원들은 구조조정 과정에서 절차 공정성 및 분배 공정성을 높게 지각 할수록 경영진에 대한 신뢰감과 조직 몰입이 높아지는 것으로 나타났다. 그러나 구조조정 과정에서 절차 공정성을 높게 지각할수록 직무만족은 높아지는 것으로 나타났지만, 분배 공정성은 직무만족과는 인과관계가 없는 것으로 나타났다. 또한 구조조정 과정에서의 경영진에 대한 신뢰감이 높아질수록 직무만족이나 조직몰입은 높아지는 것으로 나타났다.

&nbsp;&nbsp;Since financial crisis of IMF resulted in intensive competitiveness and adverse management environment, many hotel industries have responded it with restructuring. Since this restructuring is accompanied by reduction of employees, hence comes the recognition of justice in the procedure of restructuring. When the surviving employees in the restructuring process recognize unfairness in the procedure and practical operations, organization effectiveness can not be maintained due to losing trust of their employers. In this paper I will examine the relationship between validity of restructuring and compensatory programs for layoffs and surviving employees&quot; trust of the employers. Also I will find out the relationship between remaining employees&quot; trust of the employers and their job satisfaction and organization commitment. Through this relationship, we can prepare an alternative to reduce negative effect of restructuring.<BR>&nbsp;&nbsp;The hypotheses of this study are proposed as follows:<BR>&nbsp;&nbsp;H1: The higher surviving employees&quot; recognition of procedural justice in restructuring process is, the higher their trust with a manager of the company is.<BR>&nbsp;&nbsp;H2: The higher surviving employees&quot; recognition of distributive justice in restructuring process is, the higher their trust with a manager of the company is.<BR>&nbsp;&nbsp;H3: The higher surviving employees&quot; recognition of procedural justice in restructuring process is, the higher their job satisfaction is.<BR>&nbsp;&nbsp;H4: The higher surviving employees&quot; recognition of distributive justice in restructuring process is, the higher their job satisfaction is.<BR>&nbsp;&nbsp;H5: The higher surviving employees&quot; recognition of procedural justice in restructuring process is, the higher their organization commitment is.<BR>&nbsp;&nbsp;H6: The higher surviving employees&quot; recognition of distributive justice in restructuring process is, the higher their organization commitment is.<BR>&nbsp;&nbsp;H7: The higher surviving employees&quot; trust with a manager of the company in restructuring process is, the higher their job satisfaction is.<BR>&nbsp;&nbsp;H8: The higher surviving employees&quot; trust with a manager of the company in restructuring process is, the higher their organization commitment is.<BR>&nbsp;&nbsp;For the purposes of this study, employees working in luxury hotels located in Seoul were targeted. Self-administered questionnaires were distributed to those who consented with the investigation after explaining the purpose of the survey. A total of 500 questionnaires were distributed and 450 questionnaire were returned to the researcher for analysis. 430 of the returned questionnaires were used for analysis.<BR>&nbsp;&nbsp;As for the education for this survey, 250 junior college graduates or under (58.1%), 143 college graduates (33.3%) and 37 graduate school graduates (8.6%). As for the marital status, 315 persons (73.3%) are single and 115 are married (26.7%). As for the monthly income, 49 people (11.48%) are less than 2 million won, 148 (34.4%) are between 2 million and less than 2.5 million won, 153 (35.6%) are between 2.5 million to less than 3 million won, 80 (18.6%) are more than 3 million won. As for the workplace, 293 people (68.1%) work for the F&amp;B department, 73 (17.0%) for rooms department, 41 (9.5%) for operation/ marketing department, 23 (5.3%) for account/ general affair department. As for the period of employment, 85 people (19.8%) are less than 5 years, 150 (34.9%) are between 6 to 9 years, 143 (33.3%) are between 10 to 14 years. and 52 (3.%) are more than 15 years.<BR>&nbsp;&nbsp;An exploratory factor analysis was used to survey validity and reliability of calculating tool on perceived values. This study used correlation between individual items and whole items and Cronbach&quot;s alpha value of multiple-item scale which is usually used to assess scale and reliability.<BR>&nbsp;&n