호텔기업 비정규직 종업원의 조직 내 사회적 관계 및 보상적 특성이 조직시민행동에 미치는 영향: 성별의 상호작용효과를 중심으로

This study only deals with non-regular employees who work at hotels. The effects of their social relations (supervisor support, LMX) and rewards on organizational citizenship behavior and the effects of each gender were studied. This is to improve the efficiency of human resources management of non-regular employees working at hotels and to find a good improvement plan accordingly. As a research method, self-filling questionnaire response method for empirical papers was used. The questionnaire was distributed to 400 non-regular employees working at 19 hotels, and 334 of them were used for empirical analysis. Frequency analysis, reliability analysis, validity analysis, correlation analysis, multiple regression analysis, hierarchical regression analysis were performed using SPSS 21.0 statistical program. The results of this study are as follows. The results of this study are as follows. However, LMX, career development opportunity, and distribution fairness supported the hypothesis. The effect of gender on regulatory variables was examined. The positive relationship between career development opportunity and organizational citizenship behavior was small but stronger for women. But for men, the result is somewhat weakening. In the relationship between fairness of distribution and organizational citizenship behavior, the moderating effect of gender was found to be stronger in the case of males, and in the case of men, distributional fairness tended to strengthen organizational citizenship behavior. These results show that women have a higher need for growth than men, and that career development opportunities are important. In addition, distribution fairness can be deduced that men are more sensitive than women.