초록 열기/닫기 버튼
This study identified age discrimination in the hospitality industry, specially in age discrimination at workplace, and examined the impacts of perceived age discrimination on organizational commitment and turnover intention. Data were collected from the employees of five deluxe hotels in Seoul form July 20 to 22, 2011, and finally 235 questionnaires were analyzed. To test the hypothesis, structural equation modeling was employed. The results were as followed: First, perceived age discrimination had an negative impact on affective organizational commitment. Second, affective organizational commitment had an positive impact on continuance organizational commitment. Third, perceived age discrimination had an positive impact on turnover intention. Fourth, affective organizational commitment had an negative impact on turnover intention. Based on the findings human resource management practices to reduce perceived age discrimination and to improve affective organizational commitment are required.
키워드열기/닫기 버튼
Age Discrimination, Affective Commitment, Continuance Commitment, Turnover Intention
