The purpose of this study was to evaluate the perception of students' and employees' perception with for their high school foodservicein Busan area. For this purpose, questionnaires were distributed among the 324 students and 93 employees in 12 high schools in the Busan area. The students assessed the importance and performance of school foodservice as 4.00/5.00 and 2.97/5.00., respectively, and T the employees assessed the importance and performance of as 4.07/5.00 and 3.77/5.00, respectively. The importance mean scores of students wereshowed significantly (p<0.01) higher scores in internal environment factor and sanitation factor than those of employees, but the performance mean scores of students wereshowed significantly (p<0.01) lower scores in all the factors than those of employees. The importance grid of students and employees showed that the items of the high with to the low with of consideration of preference in menu, appropriate the meal hours, rapidnessrapidity of service, and prompt dealing with complaints were high scores to the students, but low scores to the employees. The performance grid of students and employees showed that the items of the low with students to the high with employeesfreshness of food ingredients, offering the consistency of consistently good service, rapidnessrapidity of service, prompt dealing with complaints, communication between students and employees, and food cleanliness were low scores to the students, but high scores to the employees of dish. Therefore, it would seem to be desirable that the foodservice manager may be plans the strategies with the involvement of students in the process from planning the menu to proposinge of ideas for improvement.
Objectives: This study aimed to compare the factors of dietary and health behavior according to the employment in women in early adulthood and to analyze their relationship. Methods: In this study, adult women aged 20~29 who participated in the Korea National Health and Nutrition Examination Survey (KNHANES) 2016~2019 were classified into two groups depending on their permanent worker status, namely tenured employees (n = 254) and temporary employees (n = 377). Dietary habits (prevalence of skipping meals, food nutrition label use, etc.), nutrient intake, and metabolic syndrome factors were analyzed. Results: The tenured employees' group showed a significantly lower proportion of subjects who skipped breakfast (P = 0.0254) and significantly higher daily energy intake (P = 0.0264) than the temporary employees' group. However, there were no significant differences in the intake of energy nutrients and most of the micronutrients per 1,000 kcal of energy intake between the two groups. The proportion of subjects who consumed energy nutrients under 75% of the estimated energy requirement (EER) was 38.11% in the tenured employees' group, which was significantly lower than the 48.30% in the temporary employees' group (P = 0.0159). In economically active women aged 19~29 years, the odds ratio of low HDL-cholesterolemia prevalence was 1.80 times higher (95% CI, 1.06-3.06) in the temporary employees' group compared to that in the tenured employees' group after adjustment for confounding factors (P = 0.0295). Conclusions: In conclusion, among Korean adult women in their twenties, temporary employees showed inappropriate eating habits such as skipping breakfast, and had abnormal blood lipid levels.
Journal of Korean Society of Occupational and Environmental Hygiene
/
v.31
no.3
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pp.237-254
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2021
Objectives: This study aims to classify the latent profiles in the exposure to hazard factors of salaried employees and test the determinants. Methods: Latent profile analysis(LPA) was conducted using data from the fifth Korean Working Conditions Survey(KWCS). 30,050 of salaried employees were the subjects of this study. After classifying the employees, multinomial logistic regression was used to test the determinants. Results: Salaried employees were classified with three latent profiles based on the exposure to the hazard factors. Employees included in class 1(32.8%) tend to experience low level of physical hazard factors, moderate level of psychological hazard factors, and high level of office work hazard factors. Employees included in class 2(61.8%) tend to be exposed to the moderate to high level of physical hazard factors, moderate to low level of psychological hazard factors, and low level of office work hazard factors. Employees included in class 3(5.4%) tend to experience high level of psychological and physical hazard factors, and moderate level of office work hazard factors. After classification, the demographic, health-, and employment-related variables were tested. Conclusions: This study clarified the features of each class, and proved that employees in class 3 are quite hazardous in that they are exposed to physical and psychological hazard factors much more frequently than other employees. Thus, this study can be used in predicting the high-risk employees and taking preemptive measures for preventing industrial accidents.
Purpose: Despite the fact that the majority of domestic firms are small in size, there have been few studies conducted to understand the leadership effectiveness of small firm CEOs. Based on the upper echelon theory, this study attempts to demonstrate empirically that transformational leadership of small firm CEOs can increase the innovative behavior of employees. In addition, the present study examines mediating effects of CEO trust perceived by employees when transformational leadership affects employees' innovative behavior. Methods: The survey data of CEOs'transformational leadership, innovative behavior of employees, and perceived CEO trust were collected from 176 employees working in domestic small firms. Hierarchical regression analyses were performed to examine the main effects between transformation leadership and innovative behavior and mediating effects of CEO trust perceived by employees. Results: The results show that CEOs' transformational leadership is significantly related to the innovative behavior of employees in the current sample. Results also indicate that CEO trust perceived by employees reveals a mediating effect in the process of transformational leadership affecting innovative behavior. Conclusion: The results show that as suggested by the upper echelon theory, the leadership of small firm CEOs can have a significant impact on positive job-related behaviors and attitudes of employees. The results also contribute to expand on the understanding of the relationship between transformational leadership and innovative behavior by explaining that transformational leadership can mediate trust in CEOs in enhancing employees'innovative behavior. Theoretical and practical implications are reviewed, and limitations of the study and suggestions for future research are addressed.
This study is perform to improve the current point at issue of the non-regular employees, comparing the safety and health consciousness of between the regular employees and non-regular employees in manufacturing factory. The investigation is carried out using the statistical analysis. The study presents that most of the non-regular employees answer in the negative the current job satisfaction, work load, work risk, concern on the safety and health, education, occupational safety and health system than the regular employees. For the improvement of these problems, the government's safety and health policy should be changed and acknowledgement of the employer and employee on the safety and health should be improved.
This study examines the effect of abusive supervision on employees' engagement and commitment in the deluxe hotel. Based on total 272 hotel employees obtained from the empirical research, this study verified total 3 hypotheses. The hypothesized relationships in the model were tested simultaneously by using structural equation modelling. Abusive supervision perceived by employees had negative effect on engagement and employees' engagement had positive effect on organizational commitment. Also, abusive supervision perceived by employees did not have a significant effect on organizational commitment, full mediation effect through engagement existed. The study results are expected to be used as data for searching for effective responding ways at an organizational level and find practical ways to further increase employees' positive organizational behavior.
This study is intended to identify how the organizational factors of hotel employees influence their job satisfaction and organizational commitment by the type of employment. Samples used for data analysis are 452 workers working for hotel companies including 276 regular employees and 176 non-regular employees. The results are as follows: first, the job satisfaction of regular employees is generally higher than that of non-regular employees. Second, the degree of affective and continuous commitment showed significant difference by the type of employment, but normative commitment did not. Third, according to the result of how job satisfaction influences organizational commitment, the job satisfaction of non-regular employees alone is not affected by the relationship of senior officers and coworkers.
The purpose of this study is to evaluate work values of hospital employees. Their work values was compared with that of other corporate's employees or among that of specialties in hospital. It was surveyed to 893 persons; 164 in hospital and 709 in others. The work values of hospital employees are similar to that of other corporate's employees. But they have first priority to working environment, and emphasize monetary incentive much more than hierarchical development. There are some gap in work value between age groups in hospital, different from other corporate. That means hospital manager need to development the more developed work value in hospital. The work values are different in monetary incentive, hierarchical development, safety, working environment, creativity among specialties in hospital. The more special employees emphasize much more to monetary incentive, hierarchical development, working environment and the less special employees have priority to safety work value. Specially, because the hospital managers want to have safety than creativity, it must to make some changing program of work value for advance of future hospital.
Jung, Hye Sun;Paek, Do Myung;Kim, Eun Hee;Kim, Ji Yong;Ha, Eun Hi;June, Kyung Ja;Kim, Sun Mean;Park, Hea Sook;Lee, Bok Im
Korean Journal of Occupational Health Nursing
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v.7
no.1
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pp.83-96
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1998
The study was conducted to analyze employees' and employers' awareness of occupational health programs for the purpose of evaluating the effectiveness of the program employed in small-scale enterprises (SSE). The 400 SSE that have under 50 employees and have been supported by the Government were selected for mail survey, and 120 employers and 318 employees of 183 factories returned the questionnaires. The results are as follows; 1) 33.8% of employees were not aware of the fact that their factories have been supported by Government, and 69.1% of employees did not know who was the monitor of that program. Only 147% of employees and 35.5% of employers agreed that the supported program reflected their opinions well. 2) 45.1% of employees participated in health education classes more than once. But only 15.6% of them considered the classes as very helpful. 21.1% of employers were much aware of health education schedule, and 44.2% reported that it was helpful for the prevention of occupational diseases. 3) 68.8% of employers were aware of the possibility of occupational diseases that could occur in their factories. And 36.5% of employers reported that some criteria were used for job reallocation to their employees. But only 9.7% of employees were assigned new job based on the result of health status examination. 4) 65.6% of employees were aware of the periodic evaluation for work environment, and 43.3% knew the evaluation results. Among participated SSE, 5.9% have a planning department for improving work environment, and 46.2% actually carried out the program for improving work environment. The findings showed that the employers and employees of SSE had insufficient knowledge of the occupational health program that have been employed in their workplace. It is essential to lead more active participation of employers and employees in their occupational health programs so as that the programs are to improve their health status as well as work environment more effectively.
To compare the differences in the recognition on hospital utilization and satisfaction, 368 hospital employees and 485 patients were selected in four hospitals in Seoul and Kyung-gi do. The survey was done using a constructed form of checklist from Apr. 30 to May 10, 1999. And the results are as follows: l. Gaining knowledge of hospitals available among hospital employees differed from that of patients. When finding out about sources of information concerning hospitals, direct visit to the hospital was recognized to be the main factor for the hospital employees in contrast to the patients' recognition which were mass media, personal involvement of job related workplace and recommendations from other hospitals. There was no difference between university and general hospitals. 2. The factors that concern which hospital to choose there was a difference between hospital employees and patients. Hospital employees recommended their own hospital solely based on the reason that it was their work place. On the other hand, the patients made a choice based on the type of medical staff, transportation available and whether it was a university hospital or not. There was no difference between university and general hospitals. 3. The recognition of employees concerning hospital image of a hospital between hospital employees and patients was different. In university hospitals, the employees recognized the name value of university hospital and cooperation as most important, whereas the patients thought convenience, kindness were the main factors. Patients considered general hospitals to be more convenient. There was some difference between university and general hospitals. For university hospitals employees' recognition was higher and for the general hospital patients' recognition is higher on hospital image. 4. The recognition of employees was different from that of patients' on hospital satisfaction. The patients' satisfaction was higher than that of employees'. There was no difference between university and general hospitals. Based on the above findings, the employees' recognition on hospital utilization and satisfaction was different from that of the patients, but there was no difference between university and general hospitals. In both groups choice of hospital was associated with satisfaction. Results showing difference between employees' and patients' recognition can be applied to implement customer-oriented attitude and be used as a baseline data for internal-external marketing planning of hospital management. The study may be limited in that the results cannot be generalized due to its small sample size and not being able to reflect demographic variables and life style. Further studies to investigate the difference of hospital utilization and hospital satisfaction will be necessary to define demographic characteristics and recognition of employees which influences patients' hospital satisfaction.
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