• Journal of Applied Tourism Food and Beverage Management and Research
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• v.15 no.2
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• pp.151-166
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• 2004

This study has been conducted with the following objectives as to the expected degrees of services of the guests and their degrees of satisfaction after being given the services, with the guests of the tourist hotels in the area of Gyonju as the subjects. The comprehensive outcomes of the analyses show that the resort Hotels in the Gyongju area have to establish proper characteristics and offer services according to the hotels, the objectives and the sexes. Marketing oriented strategies, Resort hotel, Expected degrees of service, Recognized degrees of service, Satisfaction,

• The Journal of the Korea Contents Association
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• v.20 no.3
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• pp.390-399
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• 2020

The purpose of this study was to apply Q methodology to the graduate students who have a good reputation in the food service industry in Seoul, in order to grasp the subjective perception of the customers about the small-scale banquet menu promotion of luxury hotels. As a result of the type analysis, a total of four were derived. Type 1 (N = 4): Banquet menu configuration comparison type, Type 2 (N = 5): Banquet food hygiene-seeking at a Type, Type 3 (N = 3): Banquet menu quality satisfied type, Type 4 (N = 6): Banquet course focus type. Based on this study, it will be used as basic data for the direction of the development of small-scale banquet menu promotion of the luxury hotel, the boom of the domestic hotel industry, and the service quality in the future.

• The Journal of the Convergence on Culture Technology
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• v.4 no.3
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• pp.305-312
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• 2018

This study investigates moderating effects of positive psychological capital between job stress and depression focusing on hotel employees. Data were collected for 3 weeks from November 7 to November 27, 2017. 6 five-star and deluxe hotels in Seoul and Gyeonggi province were chosen for this study and samples were collected from employees working the hotel. A total of 330 employees were attended in this research and finally 308 samples were used for the empirical analysis. The result of this study showed that 3 factors(self-efficacy, restoration ability, optimism) of positive psychological capital but hope factor moderated the relationship between job stress(working environment, time pressure constraint, communication factors among them) and depression. However, all factors of positive psychological capital did not moderated between job instability and depression.

• Culinary science and hospitality research
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• v.19 no.1
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• pp.1-11
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• 2013

This study was conducted from 10 February 2011 until 2 March 2011 targeting culinary workers in deluxe hotels in Seoul. The data from 161 copies of questionnaire were analyzed using SPSS 17.0 for the factor analysis and the reliability test, and the multiple regression analysis was performed to verify the hypotheses. The results are as follows. First, correlation among interpersonal attachment, job satisfaction and job attachment showed that stable attachment had a significantly positive(+) effect on job satisfaction and job attachment. Second, unstable attachment had a negative effect on job satisfaction. Moreover, there were no correlations between job satisfaction and job attachment by the types of attachment. Third, for the effect of interpersonal attachment on job satisfaction, the stable one had a significantly positive(+) effect on job satisfaction; however, avoidant and unstable ones didn't have a significant effect on job satisfaction. Consequently, the results of this analysis suggest the future direction of culinary workers.

• Journal of Global Scholars of Marketing Science
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• v.16 no.3
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• pp.107-123
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• 2006

This study suggest a model to find out relationships among the servant leadership as a preceding factor, the trust in higher officers as mediating factors, and leader satisfaction, additional efforts as a resulting factor. Then, empirical study testify the relationship among these factors. This study confined the subjects of empirical analysis to the employees in super-deluxe hotels located in Seoul, Gyeongju, Busan, and Daegu areas. In order to clarify the utility of this study, This study took only hotel employees as the subject of measurement because only hotel organization is able to reveal sensitively the behavioral response between the leader and the members of organization. The preceding study has systematized a basic theory on the servant leadership, and provided factor structure in regard to the servant leadership, but this study has searched the factor structure of the servant leadership with the hotel employees as the subjects of study. Also, from the side of the personnel manager of hotel business, this study can be a criterion for clarifying a leadership program. Especially, in order to cultivate their servant leadership, it is necessary to testify morality and pride as sub-behavioral characteristics of new employees. Also to change the mid-managers' leadership for the effective achievement of the object of organization, this study can be utilized for the development of servant leadership.

• Korean journal of food and cookery science
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• v.16 no.2
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• pp.143-150
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• 2000

A survey was carried out from 143 cooks working at the deluxe hotels in Seoul to obtain the information on the working environment, characteristics, and the satisfaction of the cooks to improve the culinary art training program and the working environment. The results were as follows: Most of the cooks(58.7%) worked for 8-9 hours/day and 51.7% of the cooks earned 1-1.5 million won in a month. The cooks had average 1.6 licenses per person, however, their licenses accorded with their work place only with 85.3%. Subjects were unsatisfied with the pay(55.2%), but 42.7% of the cooks hoped to work in their current work place. If they could transfer to other work place, they wished to run a restaurant of their own. The unsatisfaction rate was high among the cooks worked for 10-15 years, and 19.2% of them was unsatisfied with the environment of work place and 11.5% was in promotion. The longer the working period of the cook, the higher the recognition of the culinary skill. Also, the more frequently transfer to other places, the higher the self-estimation in their skills. Subjects answered that the most important factors for good cooking are the good taste and hygiene. The quality of ingredients was recognized more important among the cooks worked for longer period. The greatest hindrance for the improvement of cooking skill was indicated as insufficient knowledge among the cooks worked under one year, lack of confidence among those worked for 2-5 years, and authoritarianism of seniors for 6-15 years. They answered that the most important qualification for cook is the sincere attitude. The cooks with under 5 years of experience indicated experience and studying attitude and the ones with over 6 years of experience culinary skill as the important factors for cooks. The important factors for promotion was pointed out as culinary skill and human relationship.

• Culinary science and hospitality research
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• v.17 no.2
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• pp.111-125
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• 2011

The purposes of this study were to understand the influence of culinary staffs burnout in deluxe hotels upon job satisfaction and turnover intention and empirically analyze the moderating effects by career and gender between the relations of burnout and job satisfaction. Based on total 309 employees obtained from the empirical research, this study reviewed reliability and fitness of the research model and verified total 2 hypotheses with AMOS 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, $X^2$=391.832(p<0.001), df=238, CMIN/DF=1.646, GFI=0.905, AGFI=0.880, NFI=0.936, CFI=0.974, and RMSEA=0.046. SEM resulted that the non-accomplishment(${\beta}$-0.306, p<0.001) in hotels showed a negative significant influence on job satisfaction. Also, job satisfaction(${\beta}$-0.285, p<0.001) had a positive significant influence on turnover intention. The moderating effects on gender do not seem to exist, although its effects on career do. Limitations and future research directions are also discussed.

• Culinary science and hospitality research
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• v.17 no.3
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• pp.117-131
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• 2011

The purpose of this study is to explore the influence of the changed employment environment in full-time cooks at deluxe hotels on job insecurity and career commitment. Based on total 389 hotel cooks obtained from an empirical research, this study reviewed the reliability and fitness of a research model and verified total 2 hypotheses with the Amos program. The hypothesized relationships of the model were tested using a structural equation model(SEM). The SEM results show that layoff(${\beta}$=0.326), an organization structure(${\beta}$=0.237), irregular workers(${\beta}$=0.200) among changed employment environment have a significantly positive effect on job insecurity. Also, job insecurity has a significantly positive effect on career commitment. Accordingly, the changed employment environment in workers at deluxe hotels causes job insecurity, making them try harder to stay in an organization. Therefore, motivation is needed for employees' career commitment because the better job insecurity is managed, the more career commitment they have.

• Culinary science and hospitality research
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• v.18 no.2
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• pp.64-81
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• 2012

The purpose of this study is to analyze impact on organizational commitment and job satisfaction of deluxe hotel employees according to their perceptions of supervisor's transformational leadership styles. It also were verified moderating effects based on career and gender in terms of causal relationship. Based on 301 reserved samples for empirical study, reliability and suitability were reviewed, and total 5 hypotheses were verified by structural equation models. The results were shown that charisma and motivation has significant effect on organizational commitment, which was influenced significantly on job satisfaction. Through these findings, among supervisor's transformational leaderships perceiving by employees, charisma and motivation were shown to give encourage employees to have them a positive attitude toward organizational commitment. Based on the analysis of the moderating effects of career and gender, the effects of transformational leadership on organizational commitment and job satisfaction is as follows. Moderating effects based on career do exist, while moderating effects based on gender do not exist.

• The Journal of the Korea Contents Association
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• v.9 no.7
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• pp.352-360
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• 2009

This study is to find out influences of self-leadership on team-work, job satisfaction and organizational commitment. To research and analyze, from October 1st to 25th in 2008, the questionary distributed 420 working employees in wine & dining five star hotel in Seoul, then used for data analysis 356. The results come up with; First, behavior-focused strategies and natural reward strategies positively had significant team-work, and also team-work highly had significant job satisfaction and organizational commitment. Second, there was not showed up any significant relationship between constructive thought pattern strategies and team-work. The implication of this study is that if hotels provided self-leadership training programs to employees working at wine & dining, those would have increase self-leadership, positively effect employee satisfaction and organizational commitment. Ultimately it will bring positive effect customer satisfaction as well.