The purpose of this study is to identify the organizational fairness, empowerment, organizational commitment and management performance of hotel employees and to grasp the relationship between organizational fairness and empowerment, organizational commitment, and management performance, and organizational fairness influences empowerment, organizational commitment and turnover intention And to provide basic data for effective management of hotel workers. The results are as follows.
First, the hypothesis that distribution fairness, procedural fairness, and interaction fairness, which are sub-factors of organizational fairness factors of hotel employees, will affect the meaning of empowerment,, And interactivity fairness were found to have a positive effect on the significance of empowerment. Second, the hypothesis that distribution fairness, procedural fairness, and interaction fairness, which are sub-factors of organizational fairness factors of hotel employees, will affect the empowerment of the hotel. The results of the empirical analysis show that procedural fairness showed a positive effect on the empowerment competence, but the distribution fairness did not.
Third, empirical analysis of hypothesis that distribution fairness, procedural fairness, and interaction fairness, which are sub - factors of organizational fairness factor of hotel employees, will influence self - determination power of empowerment. As a result, distribution fairness, procedural fairness, And the self - determination power of the students.
Fourth, empirical analysis of the hypothesis that distribution fairness, procedural fairness, and interaction fairness, which are sub - factors of organizational fairness factors of hotel employees, will affect the influence of empowerment. As a result of the empirical analysis, distribution fairness, procedural fairness, And the influence of influence is significant.
Fifth, Empirical analysis showed that emotional commitment, empowerment, self - determination power, and influence influence emotional commitment of organizational commitment, which is a sub - factor of empowerment factors. All of them showed significant positive influence.
Sixth, empirical analysis showed that semantic, competence, self-determination, and influence of subordinate factors of empowerment factors will affect continuous commitment of organizational commitment. As a result, empowerment has significant meaning But the self-determination power has no effect.
Seventh, Empirical analysis showed that semantic, competence, self - determination, and influence, which are sub - factors of empowerment factors, will influence normative commitment of organizational commitment. , And influence were all significantly significant.
The results of empirical analysis show that emotional commitment, persistent commitment, and normative commitment will affect the non - financial performance of the management performance. As a result, the emotional commitment and the persistent commitment But the normative commitment has no effect. The results of empirical analysis show that emotional commitment, persistent commitment, normative commitment, and subordinate factors of organizational commitment influences the financial performance of management performance. As a result, Normative commitment has a significant positive influence.
In conclusion, organizational fairness of hotel employees affects empowerment and well-formed empowerment increases organizational commitment and management performance. If the employees' empowerment activities are carried out continuously and efficiently, they will play a key role in solving the problems of hotel employees. In other words, satisfaction of hotel employees through empowerment influences on organizational commitment and management performance. Therefore, the organizational fairness of hotel employees is expected to increase the quality of heorganization delivered to the employees and play a big role in improving the overall management performance of the hotel.
The purpose of this study is to investigate the relationship between hotel employee fairness and empowerment, organizational commitment, and management performance.
First, the fact that organizational fairness factors have a significant influence on empowerment, organizational commitment, and management performance shows that organizational justice and empowerment can be applied in hotels.
Second, the indirect effect of empowerment (semantic, competence, self - determination, influence) factors on organizational commitment (emotional commitment, persistent commitment, normative commitment) It is expected to provide theoretical implications in research.
The fact that the organizational commitment of hotel employees has a significant influence on business performance confirms that it can be applied to the hotel employees' empowerment and services. In other words, the demonstration of the research model in which organizational fairness influences on empowerment, organizational commitment, and management performance based on existing research suggests that hotel executives can provide theoretical implications for hotel management.
The limitations of this study are as follows.
First, this study was conducted to survey the hotels located in Busan and Kyungnam area. In each department, regular employees were surveyed including more than 30 departments. This is a limitation of this empirical study.
Second, it is necessary to conceptualize various variables in addition to the distribution fairness, procedural justice, interaction fairness and empowerment semantics, competence, self-determination power, and influence of the organizational justice presented in this study. We should be able to present the data.
Third, this study can not be approached from the aspect of the direction of the hotel employee's path, it is collected through the one - way study method of the employees, and it can be said that there is a limit to the relationship in the position of hotel employees. Therefore, it is necessary to conduct research that accepts both directions from hotel management
Therefore, we need more research samples in future researches, and we should carry out empirical researches in two dimensions by linking hotel management and employees, so that research that can more accurately help hotel employees' organizational fairness and empowerment will be hotel management.