호텔종사원의 보상과 훈련이 감정반응과 이직의도에 미치는 영향: 서울지역 특1급 호텔을 중심으로

This study examines the structural relationships among reward, training, emotional responses toward organization, team, and job, and turnover intention and examines how three kinds of emotional responses play mediating roles between reward and training, and turnover intention of hotel employees. For these purposes, the authors developed several hypotheses and collected data from 204 hotel employees. The data were analyzed using frequence, reliability, confirmatory factor analysis, and SEM(structural equation modeling) with SPSS/WIN 18.0 and AMOS 20.0. The result of the overall model analysis appeared as follows: χ2=307.598, d.f=139(χ2/d.f.=2.213), p=0.000, GFI=0.862, AGFI=0.812, RMSEA=0.078, NFI=0.921, CFI=0.954. Since the result of the overall model analysis demonstrated a good fit, we could further analyze our data. The findings can be summarized as follows: First, reward had positive effects on positive emotion responses toward organization, team, and job. Second, training had significantly positive effects on positive emotion responses toward organization, team, and job. Third, positive emotion responses toward organization and team had a significantly negative effect on turnover intention. In light of the fact that a thorough understanding of the relationships among reward, training, positive emotion responses, and turnover intention is critical in improving the human resource management of a hotel. In addition, the model developed in this study can be utilized to assist hotel companies in retaining their employees over the long term and in maximizing the value of employees.