인문학
사회과학
자연과학
공학
의약학
농수해양학
예술체육학
복합학
DBpia AI
AI 에이전트
AI 아이디어
AI 리더
AI 뷰어
Citeasy
크롬 서지관리 다운로드
지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 저자정보
피인용 0
초록·키워드
The foodservice industry continues to face labor shortages and high employee turnover, highlighting the need for human resource practices that can foster employee retention and effective workplace relationships. Although organizational justice has been widely examined in hospitality research, previous studies have often treated justice as a single construct or focused primarily on individual-level outcomes. Less attention has been given to how different dimensions of organizational justice influence teamwork among foodservice employees and whether teamwork serves as a relational mechanism linking justice perceptions to turnover intention. Drawing on social exchange theory, this study examines the effects of distributive, procedural, and interactional justice on teamwork and investigates the mediating role of teamwork in the relationship between each justice dimension and turnover intention. Data were collected from 249 foodservice employees in South Korea, and the proposed relationships were examined using structural equation modeling. The results showed that procedural justice was the only dimension of organizational justice that had a significant positive effect on teamwork (β=.388, p<.001), and its effect was significantly stronger than those of distributive and interactional justice. Teamwork was negatively associated with turnover intention (β=–.345, p<.001). Furthermore, procedural justice had a significant negative indirect effect on turnover intention through teamwork (B=–.130, 95% CI [–.249, −.054]), whereas the indirect effects of distributive and interactional justice were not significant. These findings indicate that employees’ willingness to cooperate with coworkers may depend more strongly on perceptions of fair, consistent, and unbiased organizational procedures than on the fairness of outcomes or interpersonal treatment by supervisors. The study extends organizational justice research by identifying teamwork as a relational pathway through which procedural justice may contribute to employee retention in foodservice settings. From a managerial perspective, transparent shift allocation, consistent task assignment, and clearly communicated evaluation criteria may strengthen teamwork and help reduce employees’ turnover intention.
본문·목차
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