• Culinary science and hospitality research
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• v.7 no.2
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• pp.25-48
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• 2001

Since 1998 IMF economic crisis, hotel companys have made an operation innovation in generally to reinforce a competitive power. Never ther less, a structural depression with high expense of costs-low degree of efficiency and high price of commodities-low degree of growth during the last few years. And hotel companys were doing endeavor for conquer this depression with reshuffle of the personnal system and that systematizing an enterprise and production control. Hotel has more increase personnel expenses percents than increase sold price percents so that hotel reducing cook and as result, hotel has a problem from production selling of foodservice because that is insufficient of cook man power. On studying this research, an importancy of cusine department in inquire hotel and an efficiency man power control of cusine department influence on hotel marketing were made use of analysis for hotel kitchen management. The result of this study is like that. First, the quality of a hotel employee is directly related to that of hotel service, which is functioned as a principle factor on which success or failure of tie hotel very largely depends, Second, fair evaluation of merits. Third, cognition for job as expert. Fourth, the roles and competences of the employees were affected much by the inner or outer environmental changes surrounding the hotel enterprises. Fifth, do not underestimate an intelligent ability and will power of employee, and hotel company have to manage that the employees consult themselves about their things of department and improve with the master sense for job. Sixth, pay increase and intensive system. This system can raise the will to achievement for employee's job, and company can get many benefits from government. Seventh, the employees should be encouraged to have memberships of academic organizations, to actively participate in academic meetings, workshops, conferences, and forums in the area of job performance.

• Health Policy and Management
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• v.4 no.1
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• pp.77-106
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• 1994

This study attempts to evaluate the beneficial equity and operational efficiency of the three Korean medical insurance programmes and thereby suggest directions for their policy improvement. Concepts of the equity and effciency were reviewed to develop indicators for comparative analysis. For the analysis, statistical and financial accounting data for 1991, issued by the National Federation of Medical Insurance and the Korea Medical Insurance Corporation, on the operational status and performances of the programmes, were collected and rearranged to be suited to the purpose of the study. The analysis reveals that beneficial inequity exists between self-employed and employee programs. and that operational inefficiency is prominent in both programms for self-employeds and for Government employees and private school teachers. In order to improve the beneficial inequity of the self-employed program, it is suggested that policies be formulated and implimented toward increasing the program revenue through increasing subsidies from the Government, and through inter- program finance adiustment. For the operational inefficiency of the two programs, it is judged that, toghether with the administrative support and control from the Government and the insurance society bodies, self- efforts be initiated to improve the internal mangement styles and systems of the insurance societies. Finally, from the viewpoint of the structural efficiency, expansion of the preventive insurance benefits by the insurance soceties is recommended both for beneficial equity and operational efficiency.

• Journal of radiological science and technology
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• v.30 no.2
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• pp.89-93
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• 2007

Contrast medium is a very useful tool for X-ray examinations. But contrast medium has some unavoidable adverse reactions. For those patients who have never received contrast medium before, it is impossible to predict whether they will suffer from certain kinds of adverse reactions. Thus, radiologists should use strategies to minimize adverse events and be prepared to promptly recognize and manage any reactions to the contrast media. If a radiologist commits medical malpractice, he will face civil responsibility. Medical malpractice means a tort or breach of contract that occurs in a medical setting. Medical malpractices happen, despite the efforts of hospital staff. Many courts have applied the traditional doctrine of respondeat superior in actions against organizations for injuries caused by their employees. It is a legal doctrine, which states that an employer is responsible for employee actions performed within the course of the employment. A hospital is an organization for health purposes. An organization may be convicted of an offense committed by an employee of the organization acting in its behalf and within the scope of his office or employment. Organizational liability involves a wide variety of legal issues, including tort liability, wrongful employment practices, personal injury, breach of fiduciary duty, and so on. Many executive directors of organizations are aware of their personal and organizational risks of exposure to legal liabilities. The employer must have the right to control the physical conduct of the employee and must consent to receive the employee's services, while expecting some benefits from the services offered. Therefore, legal liability can be imposed for improper selection, assignment, training, and supervision of employees. In conclusion, the hospital itself has organizational liability for adverse reactions to the contrast medium.

• Culinary science and hospitality research
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• v.13 no.1 s.32
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• pp.99-111
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• 2007

This study aims at inquiring into the effect of kitchen employees' conflict factors in deluxe hotels on turnover to present a improvement plan. For this, it made a survey of 292 kitchen employees in deluxe hotels from December 1 to 10, 2006. The results were as follows: First, it showed that the service welfare conflict had a positive effect on the compensational turnover, and high compensational turnover was caused by high conflict of welfare or benefits. Second, it showed that the cooking job conflict had a positive effect on the developmental turnover. Third, it showed that the colleague relationship conflict had a positive effect on the developmental turnover. Consequently, each factor of compensational and developmental turnover had significantly positive correlation to the cooking job conflict, service welfare conflict and colleague relationship conflict. Considering the above results, the employees' turnover produced results that are contrary to negative and positive effects traditionally discussed various effects or results on organization.

• Korean Business Review
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• v.3
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• pp.155-182
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• 1990

The objective of this study is on evaluation process of resort hotel management strategy. Therefore, in this study, we find try to a successful implemantation of resort hotel feasibility study and management strategy by systematizing and materialinzing the theory of resort hotel. And we have also investigated and analyzed the real status of resort hotel and then worked out the problem, and estabilished a plan for feasibility determination of resort hotel, he results of this study are as follow: 1) We need to characterize, matenance, develop the benefits of resort hotel. 2) We need to know how to establish model and facilities of resort hotel. 3) We have to inclease quality and quantity of employee's service. 4) We need to effort to satisfy customer's needs and wants through improvising and enlarging facilities of resort hotel. 5) We need to specialize the quality of F & B division. 6) We need to improve the hotel image, promote sales through promotion tools like avertisement, publicity, personel selling, sales promotion.

• Culinary science and hospitality research
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• v.14 no.2
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• pp.262-272
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• 2008

This study examines whether job satisfaction of cooks working in the luxury hotels in Seoul significantly differs from those in Busan. The data for this study was collected from randomly chosen luxury hotels located in both areas. Out of 264 cooks who participated in the study, 130 and 134 turned out to be from Seoul and from Busan, respectively. SPSS 14.0 version was used for factor analysis to combine job satisfaction variables, identifying five factors; competence development, work environment, salary and employee benefits, co-worker relations, superior relations. While this study used t-test for identifying whether there is a significant difference between the two cities and between the part of demographic variables, ANOVA was applied in other demographic variables such as education, age, job position, and income.

• Asian-Australasian Journal of Animal Sciences
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• v.7 no.4
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• pp.571-582
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• 1994

Three livestock/crop demonstration-cum-training farms have been established on plots of half, one and two acres, typical of the "Kandyan Forest Garden System" Vegetables, bananas, pepper, coffee, coconut and fruit trees are widely spaced, for intercropping with grass, and have been surrounded with live fences that also provide fodder for livestock to increase the family income. Each unit is operated by a selected employee and his family under a monthly incentive scheme based upon the gross margin. On these farms the technical parameters in dairying are better than elsewhere in the Mid-Country. Economic performance over 1985-1992 showed that dairying contributed most to the total gross margin of the half, one and two acre units, i.e. 31, 63 and 69%, respectively. Next came crops (29%, 37% and 19%), poultry (22%, 0% and 9%), and goats (18%, 0% and 3%). In the three farms the cash income per Sri Lankan Rupee spent was 1.5, 4.6 and 2.1, respectively. The overall ratio was 3.2 for dairying, 1.1 for poultry, 4.5 for goats and 9.9 for crops. Actual family labour in the three farms was 548, 548 and 639 days, compared to the 270, 330 and 440 days anticipated in the initial feasibility study. The average incentive payments, which were 20% (half acre), 61% (one acre) and 133% (two acres) of the parastatal salary of the employee, were only insufficient for the extra labour applied in the half acre unit. Dairying and goats proved to be attractive cash earners with a domestic fuel were important benefits. Poultry did little to improve farm income.

• Korean Journal of Occupational Health Nursing
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• v.10 no.2
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• pp.131-141
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• 2001

Purpose: This study were carried out to investigate the difference employment characteristics and job satisfactions by gender and to explore the influences of demographic status and employment characteristics on job satisfaction. Method: Social statistics survey data collected by Ministry of Statistics in 1998 were used for the secondary analysis in the study. Job satisfaction was measured by questionnaire which were consisted in 12 items such as task, promotion, placement, wage, benefits, future in the work, working environment, human relationship, working hours. Result: The results show that more than 50% of women were working as a part-time employees. Their education level were lower than men. Women workers were unmarried at higher percents than men. Men were showed more satisfaction significantly in their job than women. Men also had higher job satisfaction with work task, promotion, placement, and human relation. Women had shown higher job satisfaction with wage, working environment, and employer-employee relationship. Employment status had the most important factor on the job satisfaction. And, living status satisfaction, education, age, occupation, marital status, employment status and sex were significant for the job satisfaction. 33.34% of the variance in the job satisfaction were accounted for by these variables. Conclusion: The results of this study showed that there were difference of job satisfaction between gender and employment status was the most predictive factors on the job satisfaction. Women had more unstable employment status such as part-time, employment on probation, or family employer without wage than men. Stability of employment could be considered as a strategy for enhancing job satisfaction for women.

• Health Policy and Management
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• v.18 no.3
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• pp.90-109
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• 2008

Government has extended the benefit coverage and reduced out-of-pocket (OOP) payment for cancer patients in 2005. This paper intends to examine the impact of the above policy on the equity in health care utilization. This paper analyzed the national health insurance data and compared the health care utilization of cancer patients before and after the policy change for people with 10 different income levels. For the equity in health care utilization, we examined the change in concentration index (CI) for visit days, inpatient days, and health expenditure. In the case of outpatient care, CI of visit days and health expenditure were positive(favoring the rich) in both regional and employee health insurance members and both 'before' and 'after' the policy change. CI values rarely changed after the policy change, and the policy change seems to have little impact on the equity of outpatient care utilization except expenditure of regional subscriber. In the case of inpatient care, CI of inpatient days was negative and CI of health expenditure was positive in both regional and work subscriber and both 'before' and 'after' the policy change. After the policy change, CI of inpatient expenditure in both groups of members decreased. CI of inpatient days changed in the direction favoring the poor in regional insurance members, but it rarely changed in employee insurance members. These results suggest that the policy of reducing OOP payment has a positive impact and reduced the inequity particularly in the utilization of inpatient care of cancer patients.

• The Journal of the Korea Contents Association
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• v.16 no.12
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• pp.781-793
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• 2016

This research is to investigate the impact of strengths use and development on individual perceived performance. The present research aimed at exploring the role of harmonious passion and concentration on individual perceived performance and in this relation verify the group difference by the level of strengths use. This study was conducted on a sample of 460 employees and structural equation modelling analyses were performed to test the proposed model. The results showed that harmonious passion and concentration is positively related to individual perceived performance. In the relation between harmonious passion and perceived performance, there was the difference between high strength use group and low strength use group. Over all, the findings provide encouraging support for the potential benefits of employee's strengths use at work and the importance of intrinsic motivation variable on perceived performance. In addition practical implications on developing employee strengths use are discussed.