• 한국조리학회지
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• 제22권4호
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• pp.1-23
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• 2016

본 연구는 제주지역의 조리사를 대상으로 리더십과 LMX 그리고 조직성과간의 영향관계를 분석하기 위한 연구이다. 연구결과, 리더십 유형이 상사부하의 관계(LMX)에는 서번트 리더십만이 영향을 미치는 것으로 나타났으며, 상사부하의 관계(LMX)는 직무만족과 조직몰입 모두에 영향을 미치는 것으로 나타났으며, 리더십과 상사부하의 관계(LMX)에 의한 직무만족도 조직몰입에 영향을 미치는 것으로 나타났다. 이는 결국 LMX의 관계를 높이기 위해서는 리더십 중 리더의 서번트 리더십이 중요한 매개 역할을 하는 것으로 실증되었다. 그리고 리더십과 조직성과에서는 LMX의 관계가 매개역할을 하는 것으로 실증되었다. 결국 조직 관리에 있어서 상사부하의 관계 개선을 위해서는 서번트 리더십 요인인 봉사, 설득, 경청 및 공감, 비전제시가 필요하며, 상호 유대와 존경 등을 통한 관계의 형성이 조직성과에도 긍정적인 영향을 미치는 것을 알 수 있었다.

• 한국조리학회지
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• 제11권4호
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• pp.14-29
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• 2005

A study was carried out to get information on hotel cooks. We needed to obtain the information on the working environment and satisfaction of the cooks to improve the working environment, a culinary art training program and an efficient man power control program. This study surveyed 305 cooks who work for deluxe hotels in Busan. The results were as fellows: The great part(67.2%) of the cooks was male and less than forty years old (85.6%), 67.0% of the cooks graduated from college and they had over 5 years(33%) or 1${\sim}$3 years(32.0%) in their current work places. 74.8% of the cooks earned less than 1.5 million won in a month. The cooks had on the average 1.53 lieences per person, and the most popular ones were the Western style(55.1%) and Korean style(49.2%) culinary arts. The most work places of the male cooks were Western style(49.3%) and Japanese style(41.8%) restaurants, but those of the female cooks were Western style(49.3%) and Korean style(30.6%) restaurants. The male cooks have worked over 5 years(36.0%) or 1${\sim}$3 years(31.0%) at these work places and the working period of female cooks ranged overall. Job satisfaction was found higher than satisfaction of work places and had no connection with age, job ranks, level of salary and academic background. The higher the age, job ranks, level of salary and academic background were, the more all the cooks satisfied about their jobs and work places.

• 동아시아식생활학회지
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• 제18권1호
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• pp.149-157
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• 2008

This study examined the cost consciousness, food materials satisfaction, job satisfaction, and degree of food materials management of chefs, as a means to increase food materials management efficiency in hotel restaurants and to make suggestions, for efficiently reducing food material costs, Chefs from eleven 5-star hotels and one exceptional-grade restaurant in Seoul were asked to fill out a questionnaire for sampling. A total of 350 questionnaires were distributed and 334 were returned (95.4% return rate). The characteristics of the respondents were examined by population statistics analysis, and the chefs' cost consciousness, food materials satisfaction, and job satisfaction were examined by descriptive statistics after reliability and propriety analyses. The degree of cost consciousness in the respondents was very high and this degree of consciousness proved to have a partially significant impact on the degree of food materials management. That is when the chefs were more conscious about cost, the degree of food materials management was high. This implies that food materials satisfaction can be enhanced by enhancing the degree of food materials management. Job satisfaction also had a partially significant, influence on the degree of food materials management. Therefore, it is necessary to maintain consistency in the quality and inspection of food materials, provide related information, enhance the satisfaction level for standards of food materials and improve policies for welfare and career after retirement in order to enhance the job satisfaction of chefs and subsequently reduce costs in relation to the level of food materials management.

• 한국식품조리과학회지
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• 제21권2호
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• pp.225-234
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• 2005

The purpose of this study was to examine the causes of bakery employees quitting their jobs at hotels in order to make more efficient use of human resources by increasing personnel management efficiency and reducing the turnover rate, The subjects in this study were employees working for bakeries at top-ranked hotels, and the responses from 266 respondents were selected for analysis. The survey was conducted from July 1 through 20, 2003. Frequency analysis, factor analysis, reliability analysis, t-test, ANOVA and regression analysis were performed for data handling. The major findings of this study were as follows: First, concerning salaries, their turnover intention was influenced by whether they were properly paid or gained a sufficient living. Second, as for environmental factors, their turnover intention was affected by performance appraisal and interpersonal trust with colleagues. Third, regarding job-related factors, their turnover intention was impacted by the clarity of their job definition, their degree of job satisfaction and the suitability of their posts. Fourth, the change of job was influenced by the desire for a job in another region, in another company and of another kind. To successfully manage employee turnover at hotel bakeries, employees should be properly paid, and different performance appraisal standards, including a multilateral evaluation system, should be applied according to the nature of the department. furthermore, there should be a clear distinction between sales and other works, and they should be carefully treated to increase job satisfaction.

• Applied Biological Chemistry
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• 제42권1호
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• pp.58-62
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• 1999

소스 분야의 과학화를 위하여 브라운소스를 대상으로 체계적인 품질평가와 그 제법의 최적화를 연구하였다. 또한 소스 관련 호텔 조리사를 패널요원으로 선정하고 실제 현장에서 사용되고 있는 브라운소스의 제법을 적용하여 매우 유효한 실무 자료를 제시하였다. 브라운소스 제법의 중요한 조건인 루(roux)의 첨가량과 가열시간의 수준을 $3^2$ 요인계획으로 설계하여 소스를 제조하고 관능검사를 통하여 소스의 색깔, 풍미, 점성, 맛, 종합적 기호도를 평가하였다. 관능검사 결과로부터 패널요원 12명의 시료간 기호도의 식별 능력과 평가 성향을 분석하여 신뢰성이 우수한 패널요원 9명의 평가 결과만을 반영하였다. 소소의 기호도는 루의 첨가량 11, 9, 13% 그리고 가열시간 8, 9, 7시간의 순으로 높게 나타났다. 또한 소스 제법을 독립변수로 정하고 기호도를 종속변수로 하여 2차 모형을 가정한 반응표면분석을 실시한 결과, 기호도가 가장 높은 소스 제법의 최적 조건은 루 첨가량 $10.3{\sim}10.8%$, 가열시간 8시간으로서 관능검사 결과와 일치함을 확인할 수 있었다.