고용환경변화에 따른 직무불안정성과 조직유효성에 관한 연구

Abstract

A considerable number of companies has been reformed their organization through restructuring and reducing human power in order to react to the fast-changed external environment and to improve efficiency of their organization. In Korea, the social interest in the irregular workers has increased since 1997 as the country started to experience an increase of the portion of irregular workers in the labor market from late 1997 and the portion exceeded that of regular workers from early 1999. The purpose of this study is to investigate the effect of the employment environment change on the job insecurity of hotel employees in the hotel Food & Beverage (F&B) department - one of the most critical functions of a hotel business. In addition, this study seeks for the effect of recognition of the job insecurity on organizational citizenship behavior and organizational commitment. This study, therefore, proposes new strategies and implications for human resource management of hotel industry employees based on the results of the study. To achieve the above goal, this study carried out literary reviews and empirical studies side by side. First, research hypotheses and model were formed through internal and external literary reviews and pre-study. A survey was conducted with F&B department employees in 8 Seoul-located 5-star luxury hotels from October 20, 2008 to November 3, 2008 for 15 days. Out of 250 questionnaires obtained, 216 questionnaires without uncompleted answers were used for empirical analysis of this study as the final valid samples. To analyze the validity and draw the path coefficients, frequency analysis, primary factor analysis, validity analysis, exploratory factor analysis and confirmative factor analysis, and structural equation model were applied, using SPSS 12.0 and Amos ver. 7.0. First, the exploratory factor analysis was conducted to verify validity of 24 measurement indexes. The principal component analysis was used for abstraction method of factors. The spin method of factors used the varimax method as one of the right angle spin methods. When using these methods, only the factors over 1.0 of eigen value were selected, and the 0.4 of factor loading or more were considered significant. The results of the factor analysis per each research variable and the employment environment change were classified by the following 2 factors: layoff generalization and irregular worker increase. The job insecurity was classified by the following 2 factors: probability of job loss and feeling of helplessness. The validity of organization was classified by the following 2 factors: organizational citizenship behavior and organizational commitment. The result proved the internal coherence among the questionnaire items since Cronbach’s a of over 0.7 was obtained from the factor analysis. While the result of validity index analysis for the confirmative factor analysis model - a model that verifies suitability between pre-set factors and structure - was x²=407.927 (df=237, p=0.000), GFI=0.918(≥0.90) did not meet the complete satisfactory level since it fell slightly short of the recommended value of standard of 0.90. However, the other validity indexes, including AGFI=0.872 (>0.80), RMR=0.050 (<0.05), NFI=0.907 (>0.90) and CFI=0.918 (≥0.90), fulfilled the recommended value of standard. These indexes can be perceived to be reliable to verify the hypotheses of this research model. This study presumed validity of research model and parameters by using covariance structure analysis (structural equation model). Presumption of parameters used the maximum likelihood estimation that hypothesizes the property of normal distribution among presumption variables. While the result of Amos structure analysis for the research model indicated the x² value was 440.768 (df=242, p=0.000), the validity indexes, including GFI (0.907≥0.90), AGFI (0.880>0.80), RMR (0.050), NFI (0.902>0.90) and CFI (0.919≥0.90), exceeded or were close to the recommended value of standard. These results, therefore, can be used to draw the relationship among the variables in consideration of the exploratory character of this study. Considering the results of the structure model for hypotheses testing, the correlation between the employment environment change and the recognition of the job insecurity showed the following: as the factors of employment environment change, both the layoff generalization and the irregular worker increase were proved statistically significant to the probability of job loss and the feeling of helplessness caused by the recognition of the job insecurity. However, considering the correlation between both the probability of job loss and the feeling of helplessness from the recognition of job insecurity and both the organizational citizenship behavior and the organizational commitment as factors of the validity of organization, only the factor of recognition of the employees’ feeling of helplessness showed statistically significant correlation to the organizational commitment. In addition, the correlation between the organizational citizenship behavior and the organizational commitment as the factors of both the probability of job loss and the validity of organization and the correlation between the recognition factors of feeling of helplessness and the organizational citizenship behavior did not prove the statistical significance. Therefore, the study showed that, out of the overall 8 hypotheses, 5 hypotheses were selected, with the exception of 3 hypotheses that indicated less than 1.645(≥1.645) of absolute t(CR)value. The possible limitations of this study are as follows: First, since this study is limited to the quantitative research using the questionnaire, a qualitative should be considered. Additionally, considering the samples of this study only covered 8 Seoul-located 5-star luxury hotels, a future research needs to extend the location and samples to overcome the limitation of regional characteristics and generalization. Second, the study committed a fault by conducting integrated study without distinguishing between regular workers and irregular workers, who might perceive the job insecurity stronger than regular workers do. Therefore, a future research needs to conduct research by distinguishing between regular workers and irregular workers.