The hotel industry in China is rapidly growing but there are human resources problems inside and outside of an organization. For the hotel employees in China, this study verified the relationship between the irrational beliefs, trait-anger, organizati... The hotel industry in China is rapidly growing but there are human resources problems inside and outside of an organization. For the hotel employees in China, this study verified the relationship between the irrational beliefs, trait-anger, organizational performance, ego-resilience and self-control, suggesting the direction of managing the human resources in the Chinese hotel businesses. To reach the goal of this study, the hypotheses were drawn through literature review and a survey was conducted on the Chinese hotel employees from April 5 to April 20, 2016. A total of 300 questionnaires were distributed and 285 were collected among them. After 27 were excluded for their insufficient answers, 258 questionnaires were used for the final analysis. For the statistical analysis, SPSS 18.0 for Windows was used, and for the verification of the hypothesis, mediated effect verification and moderated regression analysis were conducted through frequency analysis, reliability analysis, factor analysis, correlation analysis, multiple regression analysis, simple regression analysis, and hierarchical analysis. The results of verifying the hypothesis of this study are summarized as follows. First, the study conducted a multiple regression analysis of how the irrational beliefs of the hotel employees in China affect the trait-anger and found that among the sub-factors of the irrational beliefs, “need for approval", ”self-depreciation", “need for achievement", and "need for justice" had significantly positive(/) effects on the trait-anger. However, the factor "need for comfort", a sub-factor of the irrational beliefs, showed a significant effect on the trait-anger. These results show that Chinese hotel employees also want to receive favor, recognition, and respect from others, and that their irrational beliefs such as failing to accept their failure and to allow ignorance or unfair treatment caused the emotion of anger. Second, the result of the simple regression analysis of how the trait-anger of the Chinese hotel employees affect the organizational performance shows that the trait-anger of the hotel employees had a significantly negative(-) effect on both job satisfaction and organizational commitment, which are the two sub-factors of the organizational performance. In other words, as the hotel employees in China showed bigger emotion of trait-anger, it had a significantly negative(-) effect on job attitudes such as job satisfaction and organizational commitment. The negative emotions like trait-anger have a negative(-) effect on the performance of an organization. Third, according to the result of the mediated regression analysis of how irrational beliefs of the Chinese hotel employees affect the organizational performance through mediated effects, 4 factors among the irrational beliefs, including "need for approval", "self-depreciation", "need for comfort", and "need for achievement", had an effect on job satisfaction, which is the sub-factor of the organizational performance, through the mediating effect of trait-anger. But trait-anger did not show the mediating effect in the relationship between the job satisfaction and the "need for justice" factor, one of the sub-factor of the irrational beliefs. And trait-anger did not have a mediating effect in the relationship between the organizational commitment and "need for approval", "self-depreciation", "need for achievement", and "need for justice" among the irrational beliefs either. But among the irrational beliefs, the "need for comfort" factor had an effect on the organizational commitment, which is the sub-factor of organizational performance, through mediating effects of trait-anger. Fourth, for ego-resilience, through the study conducted the moderated regression analysis to see if there was a moderating effect in the relationship between the trait-anger and the irrational beliefs of the Chinese hotel employees, it was found that "the effectiveness of interpersonal relations", the sub-factor of ego-resilience, had a positive(/) moderating effect in the relationship between trait-anger and the "self-depreciation" factor among the irrational beliefs. Also, as for the relationship between the "need for comfort" factor and trait-anger factor among the irrational beliefs, the effectiveness of interpersonal relations, the sub-factor of ego-resilience, showed a negative(-) moderating effect. Also, "confidence", which is the sub-factor of ego-resilience, showed a negative(-) moderating effect in the relationship between trait-anger and the three factors such as "need for comfort", "need for achievement", and "need for justice". Meanwhile, the ego-resilience did not show a moderating effect in the relationship between trait-anger and the "need for approval" factor among the irrational beliefs. And the 3 factors such as "confidence", "optimistic attitude", and "anger management", which are the sub-factors of ego-resilience, did not have a moderating effect in the relationship between trait-anger and the "self-depreciation" factor among the irrational beliefs. Lastly, 3 factors such as "effectiveness of interpersonal relations", "optimistic attitude", and "anger management", which are the sub-factors of the ego-resilience, did not have a moderating effect in the relationship between the trait-anger and the "need for justice" factor, or between the trait-anger and the "need for achievement" factor among the irrational beliefs. Fifth, the study conducted a moderated regression analysis to see if self-control has a moderating effect in the relationship between the trait-anger and the irrational beliefs of the Chinese hotel employees, and the result showed that self-control had a negative(-) moderating effect on the relationship in which two factors such as "need for approval" and "need for achievement" among irrational beliefs had an effect on the trait-anger. Also, self-control had a positive(/) moderating effect on the relationship in which "self
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