외식업체 관리자의 경쟁가치 리더십이 종사원의 직무만족 및 이직의사에 미치는 영향Impact of General Manager Competing Values Leadership on Employee Job Satisfaction and Turnover Intention in the Restaurant Industry
- Other Titles
- Impact of General Manager Competing Values Leadership on Employee Job Satisfaction and Turnover Intention in the Restaurant Industry
- Authors
- 윤지영
- Issue Date
- Dec-2009
- Publisher
- 한국식생활문화학회
- Keywords
- competing values leadership; job satisfaction; turnover intention
- Citation
- 한국식생활문화학회지, v.24, no.6, pp 702 - 710
- Pages
- 9
- Journal Title
- 한국식생활문화학회지
- Volume
- 24
- Number
- 6
- Start Page
- 702
- End Page
- 710
- URI
- https://scholarworks.sookmyung.ac.kr/handle/2020.sw.sookmyung/7458
- ISSN
- 1225-7060
2288-7148
- Abstract
- The purpose of this study was to identify the competing values leadership of restaurant general managers and to
investigate the impact of their competing values leadership on employee job satisfaction and turnover intention. A sample
of full-time restaurant employees (n=360, 36% response) completed an e-mail survey. The results showed that among the
eight sub-dimensions of competing values leadership roles, the monitor (4.04), producer (4.01), and director (3.99) roles
were perceived as the most frequently used leadership styles of managers compared to broker (3.78), innovator (3.83), and
mentor (3.91) roles (p <0.001). Additional T-test results suggested that an employees’ gender had an influence on how he/
she perceived the leadership style of their manager. Male employees were more likely to perceive that the director and
mentor roles (4.19) were performed very well by their managers, while female employees perceived that their managers
concentrated more on monitor (3.98) and producer (3.96) roles rather than on broker (3.73) and innovator (3.79) roles (p<
0.05). It was found that manager competing values leadership had a significant correlation with employee job satisfaction,
and the mentor, coordinator, and innovator manager roles explained the relationship with 42.1% based on multiple
regression analysis (p<0.001). In further findings, the manager competing values leadership roles had an effect on
employee turnover intention. The results of the data were as follows: mentor and facilitator roles promoted a decrease in
employee turnover intention and the director role caused employee turnover intention to increase. Ultimately, this study will
be useful for restaurant managers to guide the application of appropriate competing values leadership roles in order to
strengthen employee job satisfaction and to reduce turnover intention.
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