호텔의 조직문화가 셀프리더십 및 직무만족에 미치는 영향

Organizational Culture in the Hotel Industry Influencing Self-Leadership and Job Satisfaction: Management Types and Locations as Moderating Variables

Purpose - In order to achieve the purpose of this study, the research was developed by deriving the attributes to be used for the verification of the study through prior research and literature review, and the verification of the hypothesis through empirical analysis. Design/Methodology/Approach - As a preliminary analysis, frequency analysis was performed on the demographic status, and reliability analysis was performed to confirm the internal consistency of variables. In addition, exploratory and confirmatory factor analysis and correlation analysis were performed to confirm the conceptual validity of the measured variables. Structural equation model analysis for hypothesis testing was used, and statistical analysis for this study used SPSS 18.0 and AMOS 18.0. Findings - As a result of checking the differences in organizational culture according to region (Seoul/Busan) and hotel management type, it was confirmed that there were significant differences in relation-oriented, innovation-oriented, task-oriented, and hierarchical-oriented culture in Seoul and chain management hotels. Research Implications - As a result of checking the organizational culture, self-leadership, and job satisfaction according to the hotel management type, it can be seen that chain hotels pursue innovation-oriented culture, and independent hotels are pursue task-oriented culture. Independent hotels, such as the L Hotel and P Hotel, value performance, growth and development, and competition, and become a performance-oriented culture. Through these research results, it is expected that hotel employees can maximize self-leadership through a desirable organizational culture to increase immersion in the jobs and improve competitiveness.