This study is to investigate how the organizational support recognition of hair salons’ service providers affect the organizational commitment, the organizational citizenship behavior and the turnover intention. A hair salon is where has much contact with customers and a high level of the service provider’s specialization, so it has, also, a high level of customers’ dependence on the service providers. Accordingly, if the service provider leaves, it is likely to lead to an outflow of customers. Therefore, the purpose of this study is to find a way to promote the service providers’ commitment and attachment to the group, reduce the turnover intention and to propose an effective management plan of the salon.To achieve the intended goals, this study was conducted with a preceding research and an empirical research. First of all, by making the preceding research on internal and external theses and relevant publications, a hypothesis was created upon the status of the hair salon industry in Korea, the organizational support recognition, the organizational commitment, the organizational citizenship behavior and the concept and the composition of the turnover intention through a theoretical study.For the empirical research, a research model was created according to the hypothesis brought by a reference study, and through this, the relation between each variable was analyzed. For this study, 48 hair salons with no less than 3 workers located in Seoul and the metropolitan area were visited for 14 days from Oct.17.2016 to Oct.31.2016, and a survey was made with 305 copies of the self-administered type of questionnaire. Out of the distributed 305 copies of questionnaire, 300 copies were collected back and 283 copies were used for the analysis besides the rest 17 copies which were considered as uni-variate and multi-variate outlier. For analyzing data, the relation between the compositions was investigated through a verification of the structural model using AMOS 18.0, and a factor analysis with a measurement model prior to a verification of a path modeling between each variable. Also, the Sobel test was conducted to verify if the organizational commitment has any mediating role between the organizational support recognition and the turnover intention. The analysis result is, first of all, in the relation between the organizational support recognition and the organizational commitment, only the organization support (β=0.201, p<0.01) and the supervisor support (β=0.516, p<0.001) had a significant effect on the organization commitment but the peer support did not have an effect. Secondly, in the relation between the organizational support recognition and the organizational citizenship behavior, the supervisor support (β=0.183, p<0.05) and the peer support (β=0.327, p<0.001) had a significant effect however; the organization support did not have an effect on the organizational citizenship behavior. Especially, it was observed that the supervisor support had significant effects both on the organization commitment and the organizational citizenship behavior. Thirdly, in the relation between the organization commitment and the turnover intention, the organization commitment had a negative(-) significant effect (β=-0.669, p<0.001) on the turnover intention, but the organizational citizenship behavior did not affect the turnover intention. Fourthly, in the relation between the organizational support recognition and the turnover intention, the organization support, the supervisor support and the peer support had no direct effect on the turnover intention. These analysis results show that the organization support and the supervisor support have an effect on the turnover intention through the organization commitment, and it is also able to check the complete mediator’s effect of the organization commitment by the Sobel test. From this study, the implication was brought as follows. Firstly, the hair salon may not reduce the turnover intention of the service providers only by the organization support and the supervisor support however; the turnover intention may be decreased by the conformity of the service provider’s value and the organization’s value and by affection and loyalty towards the organization. This result has important meaning for the management policy of the hair salon and a demonstration of the owner’s leadership. Secondly, it suggests the way to minimize the loss of human resource and the outflow of customers in small businesses, since the study which was subjected to the small businesses, where have relatively higher turnover intention, was made upon the relation between the organizational support recognition, the organization commitment, the organizational citizenship behavior and the turnover intention. Thirdly, due to the features of hair salons, a hair designer and an assistant make up a team to serve customers, and it shows the importance of the relationship between the designer and the assistant. It can be interpreted that; what is most important for effective management and development of workers is to create an organizational culture which allows the workers to make a commitment to the organization by giving the supervisor support such as providing training for high level of skills. ，韩语论文范文，韩语论文网站 |
