호텔산업의 직무-교육 불일치는 해소되는가?

Abstract

This study identified the difference of job-education mismatch according to demographics and job characteristics to see if job-education mismatch in the Korean hospitality industry is a temporary phenomenon or a long-lasting problem. Job mobility theory based on human capital theory supports the theory that job-education mismatch is a temporary mismatch because overeducated workers rapidly get promoted or move to higher level jobs. However, job competitiveness theory describes job-education mismatch as a long-lasting problem with negative effects on productivity. The data were collected from employees in five deluxe hotels throughout Seoul. After removing any spoiled submissions, 291 surveys were analyzed. The results showed that job-education mismatch was reduced as age, tenure, and internal/external career mobility increased to a certain extent, but it was proved a chronic problem in the overall results. It was found that job-education mismatch in the Korean hospitality industry can be a persistent phenomenon rather than a temporary mismatch. Furthermore, it was found that job-education mismatch is better explained by job competitiveness theory than it is by job mobility theory. In the final section, theoretical and practical implications of these results are suggested.