The Impact of Justice of Layoff on Management Trust, Job Satisfaction and Organizational Commitment in the Hotel Corporations (The Impact of Justice of Layoff on Management Trust, Job Satisfaction and Organizational Commitment in the Hotel Corporations)

서지정보

· 발행기관 : 한국마케팅과학회
· 수록지 정보 : Journal of Global Scholars of Marketing Science(마케팅과학연구) / 18권 / 1호 / 115 ~ 139페이지
· 저자명 : 김용순, 안대희

초록

Since financial crisis of IMF resulted in intensive competitiveness and adverse
management environment, many hotel industries have responded it with restructuring.
Since this restructuring is accompanied by reduction of employees, hence comes the
recognition of justice in the procedure of restructuring. When the surviving employees in
the restructuring process recognize unfairness in the procedure and practical operations,
organization effectiveness can not be maintained due to losing trust of their employers. In
this paper I will examine the relationship between validity of restructuring and
compensatory programs for layoffs and surviving employees' trust of the employers. Also
I will find out the relationship between remaining employees' trust of the employers and
their job satisfaction and organization commitment. Through this relationship, we can
prepare an alternative to reduce negative effect of restructuring.
The hypotheses of this study are proposed as follows:
H1: The higher surviving employees' recognition of procedural justice in restructuring
process is, the higher their trust with a manager of the company is.
H2: The higher surviving employees' recognition of distributive justice in restructuring
process is, the higher their trust with a manager of the company is.
H3: The higher surviving employees' recognition of procedural justice in restructuring
process is, the higher their job satisfaction is.
H4: The higher surviving employees' recognition of distributive justice in restructuring
process is, the higher their job satisfaction is.
H5: The higher surviving employees' recognition of procedural justice in restructuring
process is, the higher their organization commitment is.
H6: The higher surviving employees' recognition of distributive justice in restructuring
process is, the higher their organization commitment is.
H7: The higher surviving employees' trust with a manager of the company in
restructuring process is, the higher their job satisfaction is.
H8: The higher surviving employees' trust with a manager of the company in
restructuring process is, the higher their organization commitment is.
For the purposes of this study, employees working in luxury hotels located in Seoul
were targeted. Self-administered questionnaires were distributed to those who consented
with the investigation after explaining the purpose of the survey. A total of 500
questionnaires were distributed and 450 questionnaire were returned to the researcher for
analysis. 430 of the returned questionnaires were used for analysis.
As for the education for this survey, 250 junior college graduates or under (58.1%), 143
college graduates (33.3%) and 37 graduate school graduates (8.6%). As for the marital
status, 315 persons (73.3%) are single and 115 are married (26.7%). As for the monthly
income, 49 people (11.48%) are less than 2 million won, 148 (34.4%) are between 2
million and less than 2.5 million won, 153 (35.6%) are between 2.5 million to less than 3
million won, 80 (18.6%) are more than 3 million won. As for the workplace, 293 people
(68.1%) work for the F&B department, 73 (17.0%) for rooms department, 41 (9.5%) for
operation/ marketing department, 23 (5.3%) for account/ general affair department. As for
the period of employment, 85 people (19.8%) are less than 5 years, 150 (34.9%) are
between 6 to 9 years, 143 (33.3%) are between 10 to 14 years. and 52 (3.%) are more
than 15 years.
An exploratory factor analysis was used to survey validity and reliability of calculating
tool on perceived values. This study used correlation between individual items and whole
items and Cronbach's alpha value of multiple-item scale which is usually used to assess
scale and reliability.
Reliability of conceptual sub-dimension was assessed by basing on repeated procedure
of correlation between individual items and whole items and factor loading.
1. Verification of correlation between validity of restructuring and trust
This research showed that procedural and distributive justice of restructuring affects
trust positively. The path coefficient between procedural justice of restructuring and trust
is 0.719(t=10.135, p=0.000), and thereby the higher procedural justice results in higher trust. The path coefficient between distributive justice of restructuring and trust is
0.160(t=3.291, p=0.001), and thereby the higher distributive justice results in higher trust.
Hence H1 and H2 are accepted.
2. Verification of correlation between validity of restructuring and job satisfaction
The path coefficient between procedural justice of restructuring and job satisfaction is
0.179(t=2.202, p=0.028), and thereby the higher procedural justice results in higher job
satisfaction. The path coefficient between distributive justice of restructuring and job
satisfaction is 0.074(t=1.620, p=0.105), and thereby distributive justice of restructuring has
no relationship with job satisfaction. Hence H3 is accepted, but H4 is removed.
3. Verification of correlation between validity of restructuring and organization commitment
The path coefficient between procedural justice of restructuring and organization
commitment is 0.188(t=2.466, p=0.014), and thereby the higher procedural justice results in
higher organization commitment. The path coefficient between distributive justice of
restructuring and organization commitment is 0.118(t=2.720, p=0.007), and thereby the
higher distributive justice results in higher organization commitment. Hence H5 and H6
are accepted.
4. Verification of correlation between trust and job satisfaction
The path coefficient between trust and job satisfaction is 0.610(t=6.736, p=0.000), and
thereby the correlation has a meaningful result.
Since the higher trust of the employer results in higher job satisfaction, H7 is accepted.
5. Verification of correlation between trust and organization commitment
The path coefficient between procedural justice of restructuring and job satisfaction is
0.446(t=5.547 p=0.000), and thereby the higher trust of the employer results in higher
organization commitment. Hence H8 is accepted.
This research aimed to help the employers of hotel industries by analyzing the effects
of validity of restructuring on employees' trust, job satisfaction and organization
commitment. The research found that employer's validity of restructuring has significant
affects on the degree of employee's trust with a manager, thereby reducing the negative
effects of restructuring and enhancing organization commitment and job satisfaction.
The principal purpose of this research is to confirm the correlation between employees'
perceived validity of restructuring and their trust with a manager. Also whether this
correlation results in competitive edge of the company is also investigated. It is also
pointed out that employees had to participated the procedure of restructuring, sharing the
philosophy and reason of restructuring. This participation and furthermore compensatory
methods can reduce employees' anxiety of organization operations.
Variable of trust appeared to have impact on intermediation effect between perceived
variable of validity and job satisfaction, organization commitment, so that increase of
trust with a manager plays an crucial role in increasing organization effectiveness.
Since this research did not cover whole hotel industries which underwent restructuring,
it showed a limit. Unlike previous studies which dealt with validity and trust of superior
bosses, this research focussed on employers. Also the organization citizenship which is
not considered in this study will be dealt with in the future study.

영어초록

Since financial crisis of IMF resulted in intensive competitiveness and adverse
management environment, many hotel industries have responded it with restructuring.
Since this restructuring is accompanied by reduction of employees, hence comes the
recognition of justice in the procedure of restructuring. When the surviving employees in
the restructuring process recognize unfairness in the procedure and practical operations,
organization effectiveness can not be maintained due to losing trust of their employers. In
this paper I will examine the relationship between validity of restructuring and
compensatory programs for layoffs and surviving employees' trust of the employers. Also
I will find out the relationship between remaining employees' trust of the employers and
their job satisfaction and organization commitment. Through this relationship, we can
prepare an alternative to reduce negative effect of restructuring.
The hypotheses of this study are proposed as follows:
H1: The higher surviving employees' recognition of procedural justice in restructuring
process is, the higher their trust with a manager of the company is.
H2: The higher surviving employees' recognition of distributive justice in restructuring
process is, the higher their trust with a manager of the company is.
H3: The higher surviving employees' recognition of procedural justice in restructuring
process is, the higher their job satisfaction is.
H4: The higher surviving employees' recognition of distributive justice in restructuring
process is, the higher their job satisfaction is.
H5: The higher surviving employees' recognition of procedural justice in restructuring
process is, the higher their organization commitment is.
H6: The higher surviving employees' recognition of distributive justice in restructuring
process is, the higher their organization commitment is.
H7: The higher surviving employees' trust with a manager of the company in
restructuring process is, the higher their job satisfaction is.
H8: The higher surviving employees' trust with a manager of the company in
restructuring process is, the higher their organization commitment is.
For the purposes of this study, employees working in luxury hotels located in Seoul
were targeted. Self-administered questionnaires were distributed to those who consented
with the investigation after explaining the purpose of the survey. A total of 500
questionnaires were distributed and 450 questionnaire were returned to the researcher for
analysis. 430 of the returned questionnaires were used for analysis.
As for the education for this survey, 250 junior college graduates or under (58.1%), 143
college graduates (33.3%) and 37 graduate school graduates (8.6%). As for the marital
status, 315 persons (73.3%) are single and 115 are married (26.7%). As for the monthly
income, 49 people (11.48%) are less than 2 million won, 148 (34.4%) are between 2
million and less than 2.5 million won, 153 (35.6%) are between 2.5 million to less than 3
million won, 80 (18.6%) are more than 3 million won. As for the workplace, 293 people
(68.1%) work for the F&B department, 73 (17.0%) for rooms department, 41 (9.5%) for
operation/ marketing department, 23 (5.3%) for account/ general affair department. As for
the period of employment, 85 people (19.8%) are less than 5 years, 150 (34.9%) are
between 6 to 9 years, 143 (33.3%) are between 10 to 14 years. and 52 (3.%) are more
than 15 years.
An exploratory factor analysis was used to survey validity and reliability of calculating
tool on perceived values. This study used correlation between individual items and whole
items and Cronbach's alpha value of multiple-item scale which is usually used to assess
scale and reliability.
Reliability of conceptual sub-dimension was assessed by basing on repeated procedure
of correlation between individual items and whole items and factor loading.
1. Verification of correlation between validity of restructuring and trust
This research showed that procedural and distributive justice of restructuring affects
trust positively. The path coefficient between procedural justice of restructuring and trust
is 0.719(t=10.135, p=0.000), and thereby the higher procedural justice results in higher trust. The path coefficient between distributive justice of restructuring and trust is
0.160(t=3.291, p=0.001), and thereby the higher distributive justice results in higher trust.
Hence H1 and H2 are accepted.
2. Verification of correlation between validity of restructuring and job satisfaction
The path coefficient between procedural justice of restructuring and job satisfaction is
0.179(t=2.202, p=0.028), and thereby the higher procedural justice results in higher job
satisfaction. The path coefficient between distributive justice of restructuring and job
satisfaction is 0.074(t=1.620, p=0.105), and thereby distributive justice of restructuring has
no relationship with job satisfaction. Hence H3 is accepted, but H4 is removed.
3. Verification of correlation between validity of restructuring and organization commitment
The path coefficient between procedural justice of restructuring and organization
commitment is 0.188(t=2.466, p=0.014), and thereby the higher procedural justice results in
higher organization commitment. The path coefficient between distributive justice of
restructuring and organization commitment is 0.118(t=2.720, p=0.007), and thereby the
higher distributive justice results in higher organization commitment. Hence H5 and H6
are accepted.
4. Verification of correlation between trust and job satisfaction
The path coefficient between trust and job satisfaction is 0.610(t=6.736, p=0.000), and
thereby the correlation has a meaningful result.
Since the higher trust of the employer results in higher job satisfaction, H7 is accepted.
5. Verification of correlation between trust and organization commitment
The path coefficient between procedural justice of restructuring and job satisfaction is
0.446(t=5.547 p=0.000), and thereby the higher trust of the employer results in higher
organization commitment. Hence H8 is accepted.
This research aimed to help the employers of hotel industries by analyzing the effects
of validity of restructuring on employees' trust, job satisfaction and organization
commitment. The research found that employer's validity of restructuring has significant
affects on the degree of employee's trust with a manager, thereby reducing the negative
effects of restructuring and enhancing organization commitment and job satisfaction.
The principal purpose of this research is to confirm the correlation between employees'
perceived validity of restructuring and their trust with a manager. Also whether this
correlation results in competitive edge of the company is also investigated. It is also
pointed out that employees had to participated the procedure of restructuring, sharing the
philosophy and reason of restructuring. This participation and furthermore compensatory
methods can reduce employees' anxiety of organization operations.
Variable of trust appeared to have impact on intermediation effect between perceived
variable of validity and job satisfaction, organization commitment, so that increase of
trust with a manager plays an crucial role in increasing organization effectiveness.
Since this research did not cover whole hotel industries which underwent restructuring,
it showed a limit. Unlike previous studies which dealt with validity and trust of superior
bosses, this research focussed on employers. Also the organization citizenship which is
not considered in this study will be dealt with in the future study.

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