The researches on burnout have exclusively focused on the effect of demographic and characteristic variables on burnout. Until recently, there were few systematic researches on the other burnout's preceding variables - role stress and social support - and the outcome variables - job performance, job satisfaction, organizational commitment and turnover intention - and its mediating effect on them. And also they were limited mostly on the burnout of teachers, nurses and volunteers.
So, the purpose of this study was to find out the burnout variable(emotional exhaustion/ depersonalization/ lowered accomplishment)'s mediating effects on the relation between the preceding variables -(a)role stress(role ambiguity/ role conflict/ quantitative and qualitative role overload) and (b)social support(from one's superior and colleagues) - and outcome variables -(a)organizational commitment and (b)turnover intention - in Korean first-grade hotel's employees.
The hypotheses were like these:(i)the more level of role stress, the more burnout they experience;(ii)the less level of other's support, the more burnout they experience; (iii)the more lever of burnout, the lower commitment and the more turnover intention would be exhibited; and lastly (iv)burnout would mediate the relation between preceding variables - role stress and social support - and outcome variables - organizational commitment and turnover intention.
To validate these, we first analyzed the reliability and the validity of the measures of this study, and to testify first three hypotheses, the correlational analysis, multiple regression analysis, and partial correlation analysis were then used. And for the last hypothesis, Baron and Kenny's method of mediating effect analysis was used. The overall results supported the first three hypotheses and showed salient burnout's mediating effects in six paths. Finally the implications and limitations of this study in hotel management field were discussed.