The purpose of this study was to derive and verify the conceptual dimensions and factors of the holistic experience quality of cultural art tourists. And I tried to verify the relationship between experience quality, lovemarks, MTE and behavioral intention of cultural art tourism. The research data were collected through an online research firm, and 590 copies of the data except the outliers were used for analysis. The results of this study are summarized as follows. First, as a result of factor analysis on the tourism experience quality, functional experience quality dimension composed of three sub factors, cognitive experience quality dimension composed of four sub factors, and emotional experience quality dimension composed of four sub factors were derived. Second, cognitive and emotional experience quality had a positive effect on lovemarks. Third, emotional experience quality had a positive effect on MTE. Fourth, lovemarks had a significant effect on MTE and behavioral intention, and MTE had a significant effect on behavioral intention. Fifth, as a result of indirect effect test of research model, emotional and cognitive experience quality had a effect on MTE through lovemarks and emotional experience quality had a effect on behavioral intention through lovemarks and MTE.

As the times change, human resources management serves important purpose in order to secure and maintain talented individuals, efficiently manage personnel expenses, develop individual competence and renew organizational atmosphere. The purpose of this study is to manage psychological empowerment of cabin crews effectively by analyzed their psychological empowerment of job engagement and organization citizenship behavior. The findings are as follows. First, among the factors of psychological empowerment, it was that meaning and self-determination were positively related to vigor. Also, all factors of the psychological empowerment did have significant effects on dedication. And among the factors of psychological empowerment, self-determination was found to positively relate to absorption. Second, among the factors job engagement, absorption was found to positively relate to organization citizenship behavior. Third, among the factors of psychological empowerment, it was discovered that work competence and discovered that self-determination were positively related to organization citizenship behavior. As a result, psychological empowerment can be the most appropriate method of emphasizing initiative and autonomy of cabin crews', and leading organizational innovation. Therefore, a study on the effect of cabin crews' psychological empowerment on job engagement and organizational citizenship behavior in airline companies is significant.

The purpose of this study was to determine the mediating effects of job satisfaction and moderating effects of trust in supervisor on the relationship between workplace learning and organizational commitment in casino employee. The major finding of this study were as follows: First, the higher the perception of workplace learning, the higher organizational commitment. Second, job satisfaction had a partially mediating effect on workplace learning and organizational commitment. Third, as the result of verifying the moderating effect of trust in supervisor in the relationship between workplace learning and organizational commitment, it was found that trust in supervisor did not effect of moderator. The study illuminates discussion that company should not only support workplace learning but also improve work environment, organization culture, and so on. Moreover, according to creating collaborative learning culture based on trust in organization, workplace learning will be expressed effectively to organizational commitment and organization should support employees' voluntary and continuous learning.

The purpose of this study is to determine whether the experiential value affects the fun and reuse intention of the mobile app users in the airline industry. To meet this purpose, data were collected through the SNS from 430 participants who use the airline apps. within 3 month. Of the 430 questionnaires that were answered, a total of 184 were used for this survey, As a result of empirical analysis, the experiential value was identified by dividing into 4 dimension(entertainment, education, escapist, esthetic) and each dimension had different influence on fun. In particular, the esthetic has the strongest influence to fun among customers using airline mobile app. Finally, this study presents important implications for the direction of marketing development of airline apps and the strategic marketing utilization plan of airline app.

The purpose of this study was to investigate the relationship between Ego-resilience, Job Stress and Turnover Intention of Airline Cabin Crew. For the purpose of study, 210 survey questionnaires were distributed among the cabin crews who are working for airline industry from 1st Jul, 2019 to 12th Jul, 2019. Due to the reliability of data, 8 samples were discarded and 202 samples were put to actual analysis. In order to accomplish the purpose of the study, the researcher conducted and analyzed by using SPSS Ver. 21.0 statistics package. The results of the study are as follows. First, the Ego-resilience which consists of self-confidence and efficient interpersonal relationships had significant effects on Job Stress. Secondly, the Job Stress had significant effects on turnover intention. Thirdly, the Ego-resilience which consists of self-confidence and efficient interpersonal relationships had significant effects on turnover intention. This study shows that development and education of cabin crew 's ego - resilience improvement program can cope with job stress situation and prevent early turnover intention.

This study surveyed hotel employees who served for five-star hotels located in Seoul and Busan. The convenience sampling was used for the sampling method, and the questionnaire survey was conducted for about two months from June 2019 to July 2016. 279 questionnaire copies were used for data analysis. As a result of testing the hypothesis, first, it was found that the hotel employees' social face sensitivity had significant negative (-) effects on their job engagement, and thus it can be seen that the higher the social face sensitivity, the lower the job engagement. Second, it was found that the hotel employees' job engagement had significant positive (+) effects on their organizational citizenship behavior. Lastly, it was found that the influence of the hotel employees' social face sensitivity on their job engagement varied according to the extents of career growth opportunity, showing the moderating effect of career growth opportunity. This study carries significant theoretical implications in that it identified for the first time the moderating effect of career growth opportunity on the relationship between hotel employees' social face sensitivity and job engagement. Based on the results of this study, the hotel company will have to build a human resources system that implements fair promotion, opportunities for internal training, and the strengthening of job competences, in order to satisfy its members' expectations that their career will grow through their jobs.

This study analyzed the effects of hotel employees' perception of psychological contract violation on their job satisfaction and turnover intention. To achieve the purpose of the study, hypothesis was established through previous studies on the relationship between psychological contract violation, job satisfaction, and turnover intention. And hypothesis test was conducted through empirical analysis. As a result, it was verified that the perception of transactional contract violation of hotel employees had a negative effect on job satisfaction. The perception of transactional contract violation and relational contract violation had a positive effect on turnover intention. Based on the results of the study, implications for efficient human resource management were suggested. First, human resource management should be done in a long-term and short-term manner so that psychological contract violations do not occur. Second, effective turnover management should be achieved through the implementation of the contract contents concluded by the hotel organization and employees. Third, the perception of psychological contract violation changes according to time and situation, so it is necessary to conduct in-depth repeated investigation on psychological contract violation for hotel employees.

The purpose of this study is to identify the structural relationship foodservice employee's self-leadership, psychological capital and job performance. This study conducted survey using the judgement sampling method among the non-probability sampling methods. For the research, this study conducted a Google-based online survey on the foodservice employees working at food service companies and hotels at Seoul, Gyeonggi and Incheon regions. The verifications from hypothesis 1 to hypothesis 4 were as follows. First, the hypothesis 1 of “Self-leadership will have positive influence on psychological capital” was adopted. Secondly, the hypothesis 2 of “Self-leadership will have positive influence on job performance” was adopted. Third, the hypothesis 3 of “Psychological capital will have positive influence on job performance” was adopted. Fourth, the hypothesis 4 of “Self-leadership will have positive influence on job performance through psychological capital” was adopted. This study results suggests theoretical and practical implications on human resource development and human resource management.

The purpose of this study is to investigate the effect of organization environment of e-Learning on user satisfaction and training transfer in hotel corporate. A total 200 questionnaires were distributed from 25th Jun, 2019 to 9th Jul, 2019. Due to the reliability of data, 7 samples were discarded and 193 samples were used for final analysis. In order to accomplish the purpose of the study, the researcher conducted and analyzed by using SPSS Ver. 21.0 statistics package. The results of the study are as follows. First, the organization environment which is consist of supervisor support had significant effects on user satisfaction. Second, the user satisfaction had significant effects on training transfer. Third, the organization environment which is consist of supervisor support had significant effects on training transfer. More attention should be paid to the support of supervisors in the hypothesis testing, which affects the relationship between user satisfaction and training transfer. It is considered that the effect of training transfer is maximized only in the relationship that can directly influence the learner's own work.

The purpose of this study is the effect of interpersonal relationship stress on work-family conflict, work-family conflict on customer orientation for employees working at four-star and five-star hotels in Seoul. The interpersonal relationship stress included stress from seniors, juniors, co-workers, and customers. The test results were as follows: First, Among interpersonal relationship stresses, stress from seniors, co-workers staffs had a effect positive (+) effect on family-work conflict. Among interpersonal relationship stresses, only stress from customers had a effect positive (+) effect on work-family conflict. Second, Family-work conflicts have a positive (+) effect both on business customer orientation and voluntary customer orientation. Work-family confilict only negative (-) effects voluntary customer orientation. In order to manage the stress, it is necessary to actively support the employees in the workplace and activities of the club so that the relationship between the employees can be strengthened, so that the stress caused by the seniors, juniors, co-workers, and customers relationship should not be transferred to the family.