호텔 전방 부서에서의 조직몰입, 직무스트레스, 이직의도 간의 관계에 대한 연구

Job stress has been used as a major variable especially in hotels where human resource problems are reported. Stress has been reported to interfere with organizational commitment and has had a negative impact on the organization. Some studies raise the necessity to reconsider the order of causation. Therefore, the purpose of this study was to investigate the difference between job stress and turnover intention according to organizational commitment in the hotel sector. The questionnaire survey was conducted for twenty-five days from March 11, 2019 to April 5, 2019 with employees from 5-star hotels’ front offices in the metropolitan area, and 247 (82.3%) out of 300 total questionnaires were analyzed. The results of the analysis based on the sample are as follows. First, the group with high normative commitment showed more job stress and the group with low emotional commitment showed high job stress. There was no significant difference between the two groups. Second, it was found that the turnover intention existed irrespective of the degree of commitment, and there was no difference in average. The empirical analysis of this study confirms the context of previous studies, which means that diversification of approach to organizational commitment is needed. This study has academic implications of providing a deeper approach to the function of organizational commitment in the hotel sector. In addition, it is meaningful that the practical approach has various approaches in dealing with job stress by increasing the effectiveness of approach to organizational commitment.