The purpose of this study is to give useful information ultimately to efficient human resources management and job performance of Japanese restaurants by validating the effects of job requirement and job resources of Japanese restaurants employees on job embeddedness, job burnout, and organizational cynicism. The subjects of this survey are Japanese restaurants employees located in Seoul and this survey has been conducted from June 20 to July 20, 2017. Total 500 copies of questionnaires were distributed and of collected 456 copies, total 421 copies excluding 35 copies with half-hearted answers were used to the analysis. In order to achieve the purpose of this study, we set study models and hypotheses by arranging theoretical backgrounds and preceding researches to the effects of job requirement and job resources of Japanese restaurants employees on job embeddedness, job burnout, and organizational cynicism and performed an empirical study subjecting on Japanese restaurants employees.The results of empirical study are summarized as follows:
First, as a result of validating the relation between regeneration and linkage by job characteristics (a sub-dimension of job requirement), role conflict, and the sub-dimension of job embeddedness, it is indicated that job characteristics, a configuration concept of job requirement does not influence a significant effect on the relation between regeneration and linkage. While role conflict influences a significant effect on regeneration and linkage; Second, as a result of validating the relation between burnout and disengagement by job characteristics (a sub-dimension of job requirement), role conflict, and the sub-dimension of job burnout, it is indicated that job characteristics, a configuration concept of job requirement does not influence a significant effect on the relation between burnout and disengagement. Third, as a result of validating the relation between regeneration and linkage by social support (a sub-dimension of job resources), job autonomy, feedback, and the sub-dimension of job embeddedness, it is indicated that social support, a configuration concept of job resources influences a significant effect on regeneration and linkage. Fourth, as a result of validating the relation between burnout and disengagement by social support (a sub-dimension of job resources), job autonomy, feedback, and the sub-dimension of job burnout, it is indicated that social support, a configuration concept of job resources does not influence a significant effect on job burnout. Fifth, as a result of validating the relation between burnout and disengagement by linkage & regeneration (a sub-dimension of job embeddedness) and the sub-dimension of job burnout, it is indicated that linkage, a configuration concept of job embeddedness influences a significant effect on job burnout and disengagement. Sixth, as a result of validating the relation between disengagement, burnout, and organizational cynicism (sub-dimensions of job burnout), it is indicated that disengagement, a configuration concept of job burnout does not influence a significant effect on organizational cynicism. While it is indicated that burnout influences a significant effect on organizational cynicism. Finally, as a result of validating the relation between social support, job autonomy, feedback, and organizational cynicism (sub-dimensions of job resources), it is indicated that social support, job autonomy, and feedback, configuration concepts of job resources do not influence a significant effect on organizational cynicism.
This study has tried to extend job requirement and job resources to job characteristics, role conflict, social support, and job autonomy, and feedback of job requirement and job resources and has verified the effects accordingly. In addition, it has a meaning that it has established the foundation of following-up researches under the situation that there has been no research to job embeddedness and organizational cynicism through job requirement and job resources.