• Journal of Agricultural Extension & Community Development
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• v.21 no.2
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• pp.57-80
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• 2014

The fact that cooperation is an essential factor for foodservice industry success has been discovered by many business leaders. Success in entrepreneurial businesses depends upon cooperation. However, there has been a lack of studies done about cooperation in the service industry, particularly levels of cooperation among foodservice employees in an organization. This study is designed to understand the antecedents, servant leadership and trust in co-workers that have a resulting influence on cooperation among foodservice employees. To achieve the study objective, 191 valid questionnaires were statistically analyzed, using frequency analysis, factor, reliability analysis and multiple regression analysis. The following is a summary of my verified analysis. First, servant leadership have a positive influence on trust in co-workers. Second, trust in co-workers has a positive influence on cooperation among foodservice employees positively.

• Knowledge Management Research
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• v.13 no.4
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• pp.71-82
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• 2012

The purpose of this study is to investigate the effects of employees who attend graduate school on the expansion of the knowledge sharing network in their company. For this purpose, the researchers chose 10 worker-graduate students and 75 members of company 'A' that they belong to and 107 members of university 'B' that they belong to, 172 members in total. 10 overlapped employee-students were excluded. The results of this study are summarized as follow: First, the personal relations of the employee-students enhanced after they have entered the graduate school. The score for the question was 3.85 out of 5 points. Second, the employee-students played the role of the knowledge bridge between company's co-worker network and graduate school's classmate network. It was confirmed that the density of the company's network was higher than the density of the connected network of the company and the graduate school. The analysis result confirmed that the difference of the two groups was significant. This means that the company carried out exchange with more members and therefore gained various kinds of knowledge. Also, in all types of network, the structural hole of the company network was lower than that of the connected network of the company and graduate school. The ANOVA test using QAP procedure confirmed that the difference of two groups was significant (friendship network F=1.2856, p<0.05; information network F=1.278, p<0.05; and trust network F=1.23, p<0.05). It means that the company not only gained the newly acquired knowledge by the knowledge bridge of the employee-students, but also was able to share it more effectively with members. Third and lastly, the employee-students share various information related to the organization, duties and roles rest in the company throughout break time, working hours and direct inquiries. This means that the employee-students contributed to the innovation of knowledge sharing in the company by sharing knowledge that they gained from the graduate school within the company.

• Culinary science and hospitality research
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• v.22 no.8
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• pp.1-16
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• 2016

The purpose of this study is to verify the effects of team trust and cooperative behavior on the food-service employees' perceived service performance as well as the moderating effects of team competency and other department support in the relationship among the team trust, cooperative behavior, and service performance of food-service employees. We conducted a survey of 1,080 food-service employees working in 8 hotels and 4 food-service stores located in Seoul, Gyeonggi, Song-do, Gyeongju, and Busan, and 841 food-service employees were employed for statistical analysis except unreliable responses. As a result of a SEM (structural equation modeling) analysis to confirm hypotheses, it was found that team trust (leader trust and co-worker trust) had a positive effect on the cooperative behavior. In addition, the cooperative behavior had a positive influence on the food-service employees' perceived service performance. Also found was the moderating effect of other department support in the relationship between the cooperative behavior and food-service employees' perceived service performance. Based on the research findings, we discussed its academic and practical implications, and suggestions on the future research.

• The Journal of the Korea Contents Association
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• v.19 no.11
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• pp.314-324
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• 2019

This study inspected 203 employees with disabilities who are working in social enterprises based in Seoul and Gyeonggi-do from March to June 2019 in order to find out the factors of self-efficacy, social support, wages and welfare, relationship with upper management and co-worker relationships which influence job Performance and job satisfaction of disabled workers. The implications of this research are as follows. First, the factors that positively affect work performance are self-efficacy and co-worker relationships. It was shown that trust and respect that disabled workers working in domestic social corporations perceive while diligently performing the work without any bias and getting from coworkers led to good work performance. Second, when the current wage was determined by the employee's perceived ability, skill and current workloads that fit to their ability, the workers expressed job satisfaction. Moreover, job satisfaction by the employees was followed by the perception of the possibility of living a more stable life with the current monthly income. Third, upper managements' care on personal issues, acknowledgment of autonomy and support through communication have led to job satisfaction among the employees. Lastly, considering the research result in which the social support that the disabled workers perceive does not show any positive effect on work performance or work satisfaction, it can be concluded that there is a need for a change in the social perception of disabled workers.

• Journal of Navigation and Port Research
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• v.34 no.1
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• pp.83-89
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• 2010

By analyzing the data collected through surveys conducted on coast guard officers, this paper measures the level of organizational health and explores indicators of organizational health that influence organizational effectiveness. The findings of the analysis can be summarized as follows: First, the scores of all the organizational health indicators except job stress exceed average, which leads a conclusion that coast guard organizations' organizational health is in considerably good condition. Second, the indicators of organizational health included in the analyses are found to have both positive and negative effects on organizational effectiveness. While such variables as pay, co-worker relationship, job autonomy, job itself, organizational trust, job orientation influence positively, other variables including development-oriented culture, promotion system and supervision influence negatively on organizational effectiveness.