특급호텔 식음료부서의 고몰입 인적자원관리가 절차공정성, 조직지원인식 및 조직시민행동에 미치는 영향

The purpose of this study was to understand the relationships among a high-involvement HRM practices, employees' perceived procedural justice(PJ), perceived organizational support(POS) and organization citizenship behavior(OCB) in a hotel’s F&B department. Based on a total of 383 useful samples obtained from the empirical research, this study reviews reliability and fitness of the research model and verified a total of 5 hypotheses with AMOS program(SEM). The proposed model provided an adequate fit to the data, χ²=798.143(p<.001), df=466, CMIN/df=1.713, GFI=.893, AGFI=.864, IFI=.969, NFI=.928, CFI=.969, TLI=.962, RMSEA=.043. The model's fit, as indicated by these indexes, was deemed satisfactory, and thus it provides a good basic for testing the hypothesized paths. The results show that high-involvement HRM practices components, recognition, empowerment, competence development, fair rewards, information-sharing had a positive significant influence on employees' perceived PJ and POS. Also, the PJ had significant positive relationships with POS and OCB. POS had a positive significant influence on OCB. This study confirms that a high-involvement HRM in an deluxe hotel’s F&B department works as a significant factor in forming social exchange relations among its employees and, as a result, has a positive impact on its employees’ OCB. Limitations and future research directions are discussed.