• The Journal of the Korea Contents Association
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• v.8 no.8
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• pp.261-273
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• 2008

One recurrent theme within the literature on 6 sigma was the study of its effect on organizational performance. Nonetheless, most research were focused on analyzing the relationships between the implementation of different elements and several types of performance. This research incorporated the effect of organizational environment as a variable for explaining the impact of 6 sigma on business results. The model was tested using regression analyses, employing a survey of employees of hotels' cuisine departments involved in 6 sigma. The causal analysis results showed that dynamism, munificence and complexity influenced the degree of implementation of the main 6 sigma principles. Similarly, the dimensions of 6 sigma had an impact on employees' work commitment. The model could be used by hotels to assess their level of 6 sigma success depending on specific environmental characteristics.

• The Journal of the Korea Contents Association
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• v.20 no.4
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• pp.427-440
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• 2020

This study is a study on the cooking department where chefs who belong to the desired job of elementary and middle school students work together with the recognition increase through the media. The cooking department, which has a vertical structure at work, can be said to have an absolute influence of the chef. However, the cooking department needs to change according to the times. The purpose of this study was to examine how chef's shared leadership affects the chef's emotional commitment, continuous commitment, job satisfaction, and job performance. Therefore, a questionnaire was distributed to the employees currently working in the cooking department of a five-star hotel in Seoul, and a sample of 319 copies was prepared. In statistical analysis, the items were refined through exploratory factor analysis, confirmatory factor analysis, reliability analysis, and correlation analysis, and the hypotheses were verified through structural model analysis.As a result, Chef's shared leadership influences the emotional commitment of cooks, job satisfaction and job performance. In particular, emotional commitment and continuous commitment did not affect cooks' job satisfaction and job performance. In conclusion, to improve the performance of the organization, the hotel culinary department must establish a culture of sharing and communication. This suggests that establishing goals and visions will lead to job satisfaction and performance not only for individual cooks but also for the entire department. Therefore, it is expected to contribute to the efficient human resource management for the cooks in the hotel cooking department.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.246-260
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• 2022

This study assumed that chef's shared leadership perceived by chefs in hotel culinary department affects self-efficacy, group efficacy, and job performance. Based on this, the causal relationship between each variable was analyzed through leadership sharing. And based on the results, we tried to suggest a manpower management plan suitable for the hotel culinary department and provide basic data. The subjects of this study were chefs working in 8 luxury hotels in Seoul and Busan. A total of 302 questionnaires were analyzed. For analysis, SPSS 23.0 and AMOS 23.0 statistical packages were used. As a result of empirical analysis, it was found that it had a positive effect on self-efficacy and job performance improvement of hotel cooks. On the other hand, it was found that the chef's shared leadership did not affect job performance through collective efficacy and collective efficacy. In conclusion, it was suggested that a differentiated and efficient manpower management plan is needed to enhance job performance by enhancing shared leadership and self-efficacy for cooks, where collaboration and division of labor are important, and individual ability is important due to the nature of their work.

• Korean journal of food and cookery science
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• v.20 no.2
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• pp.196-203
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• 2004

The current study addresses the issue of whether the extent of cooperation between purchase and production departments relied on the food-items management, purchase process and cook's own job satisfaction. A self-administered questionnaire comprised of 61 statements was presented to the anonymous cooks to assess their perception of inter-departmental cooperation. Also, we asked them to evaluate the performance of food-items management, satisfaction with purchase process, i.e. purchase process, food-items, food suppliers, and job satisfaction. Out of 367 responses, 342 (93.2%) were available for analysis. The demographic characteristics of the respondents are presented and six hypotheses were tested using SPSS 11.0 and AMOS 5.0. The structural equation analysis revealed that the departmental cooperation between purchase and production departments, the exogenous variable, was not directly related with the respondents' job satisfaction. However, it was indirectly related with the job satisfaction through the two endogenous variables: -satisfaction with purchase process and performance of food-items management.

• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.434-443
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• 2021

The purpose of this study is to analyze hotel chefs' perceptions of each type of leadership, to help improve teamwork and work efficiency through the improvement of job satisfaction and work skills by hotel cooks and the impact of leadership on human relations. In particular, by conducting Q methodological analysis on the subjectivity of the total chef's leadership type recognized by hotel chefs in vertical command systems according to the nature of the work in the hotel company. The analysis of leadership types showed that Type 1 (N=4): both transformative and servent leadership is a combination of preferences or non-preferences, Type 2 (N=4): transformative leadership preference, Type 3 (N=3): both transformative and non-preferred leadership. The leadership of the executive chef, recognized by hotel chefs, is believed to prefer leadership that is considered for individual situations that match each other's experiences and work skills (ability values) rather than uniform leadership such as transformational or servent leadership. Along with the theoretical discussion of Q methodology, the leadership type is explained, and based on the subjectivity research analysis method of Q analysis, the subjectivity of hotel chefs will be identified in various ways and new leadership will be presented.

• Culinary science and hospitality research
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• v.15 no.2
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• pp.205-218
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• 2009

The purpose of this study was to analyze what effects the service quality of the food and beverage section have on its organization value in the value-oriented hotel business, how the organization value influence work performance, and what causal relationships exist among variable factors such as service quality, organization value, and work performance for helping get the hotel business more profitable through guiding service improvements. For conducting the study, full-time staff working at the restaurants of premium hotels in Seoul participated in the test as samples from January 10th to January 22nd, 2009. The statistical data analyses were completed using the SPSS 12.0 program, and frequency analyses, reliability analysis, factor analysis, multiple regression analysis were conducted. The main results of this study were as follows. First, service quality of the food and beverage section in the hotel business caused positive effects on organization values. Second, it was found that the organization value and service quality also positively influenced work performance. Third, among service quality, organization value, and work performance, service quality had a direct effect on business performance, and organization value played an indirect role to cause effects on work performance through service quality. Accordingly, all of the workers engaging in the hotel business, including board of directors, ordinary managers and staff working at the food and beverage section, are highly required to recognize how keenly important service quality is for the hotel business.

• Culinary science and hospitality research
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• v.16 no.5
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• pp.64-78
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• 2010

This study aimed to investigate the effect of charismatic leadership and transactional leadership on organizational commitment among cuisine employees in hotel. It also examined the moderating effect of job satisfaction between leadership and organizational commitment. The findings might delineate very meaningful suggestions and implications to enhance organizational commitment for cuisine employees. The result showed that both of leadership styles had significantly positive effects on employees' organizational commitment. In particular, charismatic leadership had more powerful effect than transactional leadership did on organizational commitment. In addition, job satisfaction showed moderating effects between charismatic leadership and organizational commitment. This study concluded with discussion and implications for hotel managers and future research directions.

• Culinary science and hospitality research
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• v.21 no.3
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• pp.212-231
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• 2015

This study aims to understand the relationships between antecedents (recognition, empowerment, fair rewards, procedural justice(PJ), perceived organizational support(POS) and consequence(turnover intention(TI) of job engagement in a super deluxe hotel's F&B departments. Based on a total of 402 useful samples obtained for the empirical research, this study reviewed reliability and fitness of the research model and verified total 6 hypotheses with through the use of the AMOS statistical program. The hypothesized relationships in the model were tested simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2=668.894$(p<.001), df=373, CMIN/DF=1.794, GFI=.901, AGFI=.877, NFI=.928, CFI=.967, RMSEA=.044. The model's fit, as indicated by these indexes, was deemed satisfactory, and thus provided a good basis for testing the hypothesized paths. The results show that recognition, empowerment, fair rewards, PJ, and POS had a positive significant influence on job engagement. In addition, job engagement had a negative significant influence on TI. Through this it was confirmed that an optimized organization(working) environment reduced employees' turnover intention by increasing their job engagement level. Therefore, it is suggested that F&B departments at super deluxe hotels design various internal marketing programs from the perspective of efficient human resource management. Implications and limitations, as well as future research directions are also discussed.

• Korean journal of food and cookery science
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• v.19 no.2
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• pp.155-164
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• 2003

The purpose of this study was to examine, in a service context, construct validity and generalizability of widely used and accepted measures of perceived organizational support, job satisfaction, organizational commitment, and service duality, and to test each measures' predictive utility in this context with path analysis. Of 350 subjects, 309 subjects participated in the analysis. Descriptive statistics (frequencies), exploratory factor analysis, reliability analysis, zero-order partial correlation analysis, and confirmatory factor analysis were used for this study. The findings from this study are as follows. First, perceived organizational support significantly influenced job satisfaction, organizational commitment. and service quality. Second, Job satisfaction had a directional impact upon organizational commitment and service quality. Third, organizational commitment showed to have a predictive impart on service quality. Finally, the results of the study provide some insight into the types of internal marketing strategies that can be applied successfully by operators of hotel F & B departments.

• Culinary science and hospitality research
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• v.4
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• pp.167-187
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• 1998

The human resources play an important role in a hotel cooking department. The object of this study is to gain basic data for searching an effective human resources management method of cooking department in the hotel. To achieve this object, I proceeded like this. In the second chapter, I exerted myself to arrange the theoretical system on the content of the human resources management through an internal and external philological research. In the third chapter, I established conceptional research model to study factual research and three hypotheses. And I made all high-grade hotel cooking employee in Taegu and Kyung-Buk answer an questionnaire, so practiced interrelation analysis and dispersion analysis according to research hypothesis. The results are as follows. First, the result of hypothesis 1 was that three was rather a high interrelation between the human resources management factor of cooking department and its overall evaluation. Second, the result of hypothesis 2 was that three was a significant difference about the overall evaluation of cooking business management according to the position demographically. Third, the result of hypothesis 3 was that there was a significant difference according to the scholastic ability, position and the district of hotel in the demographical evaluation of human resources management factor. The limits of this study were that first, I defined the subject as the cook employee of high-grade hotel in Taegu and Kyung-Buk, second, I utilized partial variance among many variances affecting human resources management. Therefore after this study, these limits much be overcomed and multiple and scientific study must be accomplish. So human resources of cooking department in the hotel must improve more.