In this study, we examined the effect of interpersonal relationship stress and job satisfaction on turnover intention in the study of the literature and empirical studies. The theoretical background and previous literature were used to examine the relationship between job satisfaction and turnover intention .
The results of this study are as follows.
Firstly, it can be seen that job satisfaction is lowered when the stress of peer relationship, the stress of supervisor relationship, stress of customer relationship, stress of load relationship are higher. In other words, it was confirmed that the smooth relationship with the customers of the food-service workers leads to the satisfaction of their own jobs and to the job satisfaction.
Secondly, the higher as the peer relationship stress, the boss relationship stress, and the customer relationship stress, the higher the turnover intention. as result, it is a result of clearly recognizing the importance of managing the stress of supervisors, colleagues, and customers in interpersonal stress.
Thirdly, the higher the job satisfaction of the food service workers, the lower the intention to turnover. Therefore, the job satisfaction has no direct influence on the turnover intention and the interpersonal relationship It is necessary to reduce the stress on the user.
The implications, limitations, and future work of this study are summarized as follows.
In the food service industry, it was meaningful that the interpersonal relationship stress was divided into superior, colleagues, subordinates, and customer relations, and it was important to recognize the necessity of management of interpersonal, In particular, considering the characteristics of the food service industry, it is clear that it is important to focus on the management of the interpersonal stress and on the continuing interest.
The limitations of this study are as follows:
Firstly, the participants of some food service industries in Seoul and Gyeonggi - do were selected, in addition, the sample is mostly unmarried with employees of subordinate employees of organization members. Secondly, since it is composed of contract workers of the current working food service industry, generalization to the whole food service industry and other industrial fields may have some limitations. Future research should be done considering the differences between regions and industries.
Thirdly, this paper is limited by short-term questionnaires rather than long-term questionnaires due to lack of time and subjective self-filling questionnaire data of respondents. Fourthly, comprehensive research is needed to find out the effects of interpersonal stress on family relations, social activities, and leisure activities. Lastly, in this study, factors such as interpersonal relationship stress, job satisfaction, and turnover intention were varied, but extensive research was not conducted on presenting management plans for each factor and realistic and concrete methods.
Despite the limitations of this study, there is a need for research on interpersonal stress related to the food service industry. Therefore, in future research, based on this paper, we should continue to study how to solve the interpersonal stress by detailed factors and how to utilize efficiently and practically in the organization.