AMO모델을 적용한 고몰입 인적자원관리가 정서적 몰입, 직무성과에 미치는 영향: 외식프랜차이즈 본부 종사자를 중심으로

The purpose of this study is to explore the relationship between the key components of the AMO (Ability, Motivation, and Opportunity) model and their influence on affective commitment and job performance within the framework of high-commitment human resource management. The AMO model, a widely recognized theoretical approach, serves as a foundation for examining how organizational practices can enhance employee engagement and performance outcomes. To achieve this, a survey was conducted between November 28 and December 2, 2024, targeting employees working at a foodservice franchisor. The study utilized statistical tools such as SPSS 22.0 and AMOS 22.0 to conduct empirical analyses. These programs were employed to ensure robust data analysis, including reliability tests, structural equation modeling, and mediating effect assessments. The findings revealed that all three factors—ability, motivation, and opportunity—significantly influence affective commitment. Moreover, ability and motivation were found to directly impact job performance. However, opportunity alone did not show a direct relationship with job performance in this study. Forthmore, affective commitment was found to have a direct influence on job performance, it was identified as a crucial mediating factor between the AMO components and job performance. This highlights the interconnected nature of high-commitment HRM practices and their role in fostering a supportive and productive workplace environment. Based on these results, the study offers practical implications for the HRM strategies of foodservice franchisors. Specifically, it underscores the importance of designing HR policies that enhance employees' skills, motivation, and opportunities for growth to maximize organizational outcomes. These insights can guide the development of strategic initiatives aimed at improving employee commitment and overall performance in the foodservice industry.