• 대한지역사회영양학회지
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• 제9권2호
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• pp.233-240
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• 2004

This study was design to grope the suggestions leading synergic effects by bridging the gap between headquarters and branch office, and so to identify the infra-system of contract foodservice management company (CFMC) necessary for operating any kind of branch office including school, hospital and business and industry (B＆I). Among 8 categories consisted of infra-system in CFMC, 'C8. Evaluation ＆ analysis for branch office's operation' was the most important category in the headquarter's viewpoint, while 'C3. Sanitation management system' was the most important category in branch office's viewpoint. In support and application, 'C3. Sanitation management system' was the highest category in both headquarters and branch offices including school, hospital and B＆I. As a result of analysis on gap between main and branch office in importance, support and application in 8 categories, the efforts of communication and community of perception for infrastructure were needed, because 'C4. Education ＆ training for human resource management (HRM) system' and 'C8. Evaluation ＆ analysis for branch office's operation' in importance, 'C2. Menu management system', 'C4. Education ＆ training for HRM system', 'C6. Facility ＆ utility support system' and 'C8. Evaluation ＆ analysis for branch office's operation' in support had a gap. Correlation analysis to grasp the relation between importance of infra-system and headquarters' support or branch office's application showed that headquarters's importance and support were correlated positively in 'C3. Sanitation management system', 'C6. Facility ＆ utility support system', 'C7. Customer satisfaction management system' and 'C8. Evaluation ＆ analysis for branch office's operation' and branch office's importance and application were correlated positively in 'C1. Procurement ＆ food processing system', 'C5. Management Information system', 'C7. Customer satisfaction management system' and 'C8. Evaluation ＆ analysis for branch office's operation'. Lastly, 'C6. Facility ＆ utility support system' in the branch office of school and hospital and 'C2. Menu management system' in the branch office of B＆I were high in importance, low in support and application, therefore Intensive support for these categories was needed. In conclusion, continuous check and improvement for categories, which were identified as an urgent problems to be solved in this study, among infra-structure qualifying for CFMC, would enable contract foodservice industry that has grown quantitatively till now to grow qualitatively.

• 대한영양사협회학술지
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• 제14권2호
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• pp.114-126
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• 2008

The purpose of this study was to gauge customers' satisfaction with the hospital, university, factory, and office foodservices from a contracted provider. Importance-performance analysis (IPA) evaluations were conducted. Questionnaires were returned from 1,808 customers in 46 foodservice locations. The average total scores of the importance and performance of seventeen quality characteristics were 4.14 and 3.23, respectively, on 5-point scales. The average total score of gap (gap = performance - importance) was -0.92. Analysis of significant difference according to the type of foodservices revealed that, hospital foodservices had more items with significant high scores than those of other groups in the average total scores concerning importance (p<0.01) and performance (p<0.01). The average total scores of gap showed no significant difference. Significant differences were evident in the food and personal service dimensions, and the scores of hospital foodservices trended significantly higher than those of other groups. Importance-performance analysis (IPA) analyses for hospital foodservice implicate 'variety of menu', 'cleanness of dishes', and 'taste of food' as items requiring prompt attention and improvement.

• 한국조리학회지
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• 제12권1호
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• pp.188-202
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• 2006

With large corporations entering into the foodservice market, competitions among those foodservice providers became intense, leading to differentiated quality services in terms of portioning out the meal, its portion and waiting time, not to mention food quality. The purpose of providing foodservice is to satisfy its customers, to secure optimum level of profits, and attain continuous quality improvement. To have such purpose attained, all other factors affecting the foodservice should be allowed to play a role. The intensity of the work performed by the employees should be maintained at a steady level and systematically controlled. 'Service First’ principles upholding that customer satisfaction comes from good service should be applied at all times; customer satisfaction comes from the satisfaction of the employees. Customer satisfaction through good service will contribute to an increase in revenue which we get by subtracting operating expenses from the total sales, as it will lead to concluding a long-term supply contract or renewing the existing contract. To keep the operating expenses to the minimum level, it is important to effectively perform the cost control. Since personnel expenses occupy a large portion of the operating expenses, it is imperative to effectively control the labor costs. For this reason, this study will present an effective program for disposition of men with a large organization being centered around, where the number of people served at the mess hall varies greatly depending on a day of the week and a mealtime of the day.

• 대한지역사회영양학회지
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• 제11권4호
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• pp.502-511
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• 2006

The purposes of this study were to measure job satisfaction levels of dietitians engaged a in contract food service management company, and to examine the impacts of personal characteristics and organizational characteristics on the job satisfaction of dietitians. The questionnaires developed for this study were distributed to 230 dietitians of contract food service management companies in the Seoul and Gyeonggi areas, and a total of 187 (81.3%) questionnaires were used for analysis. Statistical analyses were completed using SPSS (Win 11.5) for descriptive analysis, correlation analysis, t-test and ANOVA. The average job satisfaction score of the dietitians was 2.83, which is lower than "not satisfied" and "not dissatisfied" (3), "Marital status" (p < 0.001), "payroll per year" (p < 0.001), "age" (p < 0.05) and "work experience as a dietitians" (p < 0.05) had significant effects on job satisfaction of work and environmental factors. "Operating group" (p < 0.05), "type of menu" and "type of service" also affected the job satisfaction. Overall, it is important that managers of contract food service management companies establish specified human resource management strategies with understandings of the characteristics of their dietitians and companies to enhance the job satisfaction of dietitians, and to achieve their managerial goals.

• 대한영양사협회학술지
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• 제21권2호
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• pp.140-153
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• 2015

Considering the importance of institutional foodservice in modern dietary life and its influence on the environment, sustainable development in institutional foodservice industry carries great significance. The current study was conducted to investigate dietitians' perceptions of sustainable business-and-industry foodservice and their intentions to perform sustainable practices by applying a mixed methodology. For the quantitative study, an online survey was conducted on 362 dietitians who had worked at a contact foodservice company for more than 1 year. The survey was performed from December 15th, 2011 to January 30th, 2012, and 202 responses were used for the analysis. For the qualitative a study, a focus group interview was conducted during May, 2012 with representative employees of the company. According to the results, dietitians seemed to be unfamiliar with the terms "sustainability" or "sustainable development," whereas they understood related contents and practices. Dietitians' awareness and perceived need in terms of sustainable business-and-industry foodservice were not significantly different across general characteristics. Dietitians seemed to be highly aware of the impacts of business-and-industry foodservice on economy, whereas they appeared to lack understanding of its impacts on society and environment. Cost increase and levy on work in daily operations were considered as main obstacles hampering dietitians' intentions to perform sustainable practices. A total of 88.1% of responding dietitians expected that the meal price at a sustainable business-and-industry foodservice should be higher than the supposed standard price of 4,000 won, with an average reaching 5,270 won. Findings from this study could be used as baseline information for vitalizing sustainable business-and-industry foodservice in Korea.

• 한국조리학회지
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• 제17권2호
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• pp.51-73
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• 2011

대학교 위탁급식업체에서도 현재 많은 외식기업들이 브랜드 자산의 구성요소인 브랜드 인지, 로열티, 지각된 품질, 연상이미지 등을 강화하기 위해 매스미디어를 이용한 커뮤니케이션에 예산을 늘리고 있는 것처럼 브랜드 자산 형성을 위한 투자가 뒷받침 되어야 한다. 본 연구를 위해서 설문지의 617부를 실증분석에 이용하였으며, 설문문항의 신뢰도검정을 위해 알파계수분석 (Cronbach's Alpha analysis)과 타당성검정을 위해서 탐색적 요인분석(exploratory factor analysis)과 확인 요인분석(confirmatory factor analysis)을 실시하였다. 조사자의 일반적인 특성을 파악하기 위해 빈도분석을 실시하였으며, 브랜드 인지가 브랜드 개성과 브랜드 이미지 형성 그리고 소비자-브랜드 관계의 질에 미치는 구조모형 가설검증을 위해 AMOS 17.0(Analysis of Moment Structure) 프로그램을 이용한 경로분석(path analysis)을 실시하였다. AMOS 분석결과 모든 가설이 유의한 것으로 나타났으며, 이는 대학교 위탁급식업체에서도 브랜드 인지에 대한 자산형성이 소비자-브랜드 관계의 질에 정(+)의 영향을 준다는 것으로 나타났다. 따라서 대학교 위탁급식업체의 고객에 긍정적인 브랜드 이미지 확립은 강한 소비자-브랜드 관계를 확립하게 되므로 향후 긍정적인 브랜드 이미지에 대한 연구가 지속되어져야 할 것으로 본다.

• Journal of Community Nutrition
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• 제7권2호
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• pp.100-106
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• 2005

The purposes of the study were to assess levels of burnout, engagement, and turnover intention of dietitians and chefs and to investigate the relationships among the antecedents and consequences of burnout and engagement. A total of 257 dietitians and chefs at a contract foodservice management company in Korea were surveyed using a self-administered questionnaire. Burnout (exhaustion, cynicism, and professional efficacy) and engagement (vigor, dedication, and absorption) were measured with three dimensions each. The dietitians showed significantly higher exhaustion (p < .05) and significantly lower vigor and dedication than the chefs (ps < .05). The exhaustion and cynicism dimensions of burnout were negatively correlated with all three dimensions of engagement (ps < .001) and positively correlated with turnover intention (ps < .001). The professional efficacy was positively correlated with all three engagement dimensions (ps < .001), but not with turnover intent. In addition, turnover intention was positively correlated with negative affectivity and work-load and negatively correlated with vigor, dedication, and absorption. A series of hierarchical regression analyses were conducted to assess the effects of the personal (positive and negative affectivity) and situational factors (workload, interpersonal conflict) and job stresses on turnover intention. After removing the effects of the personal and situational factors, cynicism (p < .01) was the only significant predictor of turnover intention. Based on the findings, suggestions for recruiting and retaining qualified and motivated employees were provided.

• 한국조리학회지
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• 제18권3호
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• pp.46-57
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• 2012

본 연구는 대구 경북지역의 위탁급식업체 조리종사자를 대상으로 식자재구매시스템 인지가 종사원의 직무만족과 비재무적 성과에 미치는 영향을 분석하고자 하였다. 이를 위해 편의추출법을 이용하여 2008년 11월 15일부터 12월 14일(30일)까지 설문지 총 230부를 배포하여 197부(85%)의 설문지가 분석에 사용되었다. 자료처리는 SPSS 14.0 통계패키지를 이용하여 빈도분석, 신뢰도분석, 요인분석을 실시하였으며 가설검증은 다중회귀분석을 통하여 검증하였다. 연구결과를 요약하면 다음과 같다. 첫째, 가설1 식자재구매시스템 인지요인은 직무만족에 영향을 미치는 것으로 나타났으며, 하위가설1-2 식자재의 중요성 인식은 직무만족에 유의성이 나타났다. 둘째, 가설2 식자재구매시스템 인지요인은 비재무적 성과에 영향을 미치는 것으로 나타났으며, 하위가설2-2 식자재구매시스템 인지요인과 2-3식자재의 원활한 수급은 비재무적 성과에 유의성이 나타났다. 셋째, 가설3 위탁급식업체 조리종사자의 직무만족은 비재무적 성과에 영향을 미치는 것으로 나타났다. 따라서 위탁급식업체조리종사자들의 식자재구매시스템 인지로 그들의 긍정적 태도유발은 바람직한 기업성과로 나타날 수 있을 것이다.

• 대한지역사회영양학회:학술대회논문집
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• 대한지역사회영양학회 2004년도 추계학술대회
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• pp.128-128
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• 2004

• 대한영양사협회학술지
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• 제9권3호
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• pp.248-258
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• 2003

This study was conducted to identify dietitians' position and role by assessing the present condition on management of human resources in contracted foodservice management company. Questionnaires were distributed to 79 contracted companies (eight large-size, 48 mid-size, 23 small-size companies) from March to May in 2002. Statistical analysis was performed with SPSSwin (version 8.0). The data were analyzed in group comparisons using frequencies and percentage for every item in the questionnaires, $x^2$-test, and oneway ANOVA. About eighty-five percent of contracted foodservice companies employed the new dietitians as full time employees, and seventy-five percent of them were promoted the dietitians by evaluation after a given period of time. As a starting payment for university graduates, large-size companies payed an average of 16,260,000 won/year, which was significantly higher (p<0.01) than those of mid-sized (11,320,000 won/year) and small-sized companies (11,620,000 won/year). The mean lengths of dietitians' service were 33.5 months in large-size companies, 26.5 months in mid-sized companies, 26.0 months in small-sized companies. It was less than 3 years in all companies (avg. 26.9 months). Fifty-four companies (68.4%) employed dietitians in each foodservice contract, whereas 25 companies didn't employ dietitians. The ratios of dietitians out of employees in each department of the companies were 42.6% in the department of contracted foodservice management, 19.9% in the department of menu development, 18.1% in the department of food safety, 8.7% in the department of distribution and purchase, 4.2% in the department of business, and 3.9% in the department of customer satisfaction. The dietitians' positions were directors in two companies (2.5%), general managers in two companies (2.5%), deputy managers in seven companies (8.9%), managers in twenty-nine companies (36.7%), assistant managers/chief clerks in twenty-four companies (30.4%), and chiefs in twenty-five companies (31.6%). The frequencies of training for dietitians were 6.2 times/year for the food safety training, 5.8 times/year for the cooking training, 4.8 times/year for nutrition-related training, and 4.7 times/year for service training.