• Journal of Nutrition and Health
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• 제38권9호
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• pp.765-776
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• 2005

The purposes of this study were to a) examine IC (intellectual capital) circumstance of CFMC (contract foodservice management company), b) identify the correlation between IC of CFMC, c) analyze the cause and effect of IC in the viewpoint of contractor, client, and customer. The questionnaires of IC measurement were handed out to 108 CfHCs, there composing of main office employees, foodservice managers, customers, and clients of 207 school, 38 hospital, and 86 business/industry foodservices. The statistical data analysis was completed using SPSS Win (ver 12.0) for descriptive analysis, correlation analysis, simple linear regression analysis. First, CFMCs had operational experience for an average of 8 years and 8 months, and served an average of 38,540 meals a day. Most of the respondent companies operated 'food supply/distribution($50\%$)', 'catering ($46.7\%$)', and restaurant business ($43.3\%$)' except for institutional foodservice and managed an average of 66 clients for the contract period of 2 years and 3 months. Second, there was positive correlation between $\ulcorner$sales of foodservice$\lrcorner$ and 'market ability', $\ulcorner$client satisfaction$\lrcorner$ and necessary intellectual capital for managing branch/chain foodservice office, and $\ulcorner$customer satisfaction$\lrcorner$ and $\ulcorner$renewal and development$\lrcorner$, 'market ability', 'infrastructure support for foodservice operation', 'employee satisfaction', respectively. Finally, the result of the cause and effect analysis on CFMCs, clients, and customers was positively influenced by 'client satisfaction' with 'customer satisfaction', 'infrastructure support for foodservice operation' and 'customer satisfaction' with 'employee satisfaction', and 'infrastructure support for foodservice operation'. In conclusion, if CFMCs were to perform a routine checkups by utilizing CFMC's IC measuring tool, improvements in CFMC operational capacities as well as foodservice quality can be noted. Additionally, CFMCS can satisfy their client-customer relationship by employing internal marketing thechniques for employee, a more efficient infrastructure support system, and construc tive infrastructure utilization. Therefore, CFMCs can show significant improvement in their sales and foodservice quali-ty though continuous maintenance of the client and customer satisfaction.

• 대한영양사협회학술지
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• 제14권2호
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• pp.186-197
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• 2008

The aim of this study was to measure the brand images of contract foodservice management companies by identifying brand image attributes and then developing a measurement scale to measure the weight of these attributes. The measurement scale was developed by following a 5-stage process that included face-to-face interviews with experts, literature review, questionnaire surveys, verification of scale validity, exploratory factor analysis, and confirmatory factor analysis. A total of 137 items measuring brand image were collected: 37 items from studies of brand image and corporate image, 55 items from studies of contract foodservice management companies and 45 items from the internet and websites of contract foodservice management companies. A survey was then conducted to assess the validity and reliability of the questionnaire items. Ultimately, the 137 items were reduced to 40 items. The calculated Cronbach's alpha for the 40 brand image items was 0.934, demonstrating good internal consistency. Based on exploratory factor analysis (EFA), employee attitude, menu content, corporate image, dining location and ambience, along with 33 subattributes, were identified as brand image attributes. Employee attitude was the most significant attribute influencing brand image. After confirmatory factor analysis (CFA) and a review process, four brand image attributes and 33 subattributes were finalized and incorporated into the scale.

• 한국가정과학회지
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• 제9권3호
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• pp.81-87
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• 2006

The purpose of this study was to assess the sanitary education performance for employee through school foodservice dietitians in Jeonju area. Questionaires were distributed to 67 dietitians of school foodservice. The statistical analysis of data was completed using SPSS 10.0 program. The results were summarized as follows: 47.8% of dietitians were $31{\sim}35$ years old and 73.1% were regular employee. 37.3% had a dietitian career less $5{\sim}10$ years old. Most dietitians(74.6%) provided verbal training to the school foodservice employees at least once every month. This training included details of personal, facility and food processing hygiene, food poisoning and microorganism. Because of 'missing time' had 65.7% of dietitian a problem to conduct the sanitary training. The working experience and academic background of dietitians influenced on the item of sanitary training, not on the frequency of training.

• Journal of Nutrition and Health
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• 제39권4호
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• pp.417-425
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• 2006

The purpose of this study were to a) investigate operation of human resource in contract foodservice management company (CFMC), b) identify the staffing indices for the establishment an labor productivity for CFMC, and c) develop standardized model of staffing demand as foodservice's scale in CFMC. The data was collected using FS intra-net system from 138 contract-managed foodservice operations in A CFMC and statistical analysis was completed using the SAS/win package (ver. 8.0) for description analysis, ANOVA, Duncan multiple comparison, pearson correlation analysis, and regression analysis. The types of operation were included factory (45%), small scale operation (26%), office (11%), department store (10%), training institute (4%), and hospital (3%). The distribution of foodservice scale was classified by meal served was as follows; 'less than 500 meals (47%)', 'from 500 to 1500 meals (25%)', 'from 1500 to 2500 meals (17%)', and 'more than 2500 meals (12%)'. There was two types of contract method, fee-contract (53%) and profit-and-loss contract (46%) Some variables were significantly high operation indices such as selling price, food cost, monthly sales, net profit and others were significantly low operation indices such as labor, meal time a day in the small foodservice on meal scale (p<.001). The more foodservice was large, the more human resource was disposed on dietitian, cook, cooking employee altogether (p<.001). Foodservice in A CFMC was divided into 2 groups by 500 meals a day, according to comparative analysis of labor productivity as meal scale per working hour, meal scale a day and operation indices as meal per foodservice employee, meal per cooking employee (p<.001). The regression equation model was developed as 'the number of employees=1.82+0.014 ${\times}$ meal served' in the operation of less than 500 meals, 'the number of employees=9.42+0.013 ${\times}$ meal scale a day -0.94 ${\times}$ meal scale per working hour' in the operation over 500 meal scale using labor productivity indices and operation indices. Therefore, CFMC could be enhanced efficiency of human resource arrangement using the standardized model of staffing demand and would be increased effectiveness of profit.

• 한국식생활문화학회지
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• 제20권6호
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• pp.652-660
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• 2005

This study is performed for the investigation of management of personnel, wages, welfare, communication, labor, safety, treatment improvement according to assigned working places(primary, middle and high school). This study is based on the final analysis summarized on the 285 questionnaire answered by employee for school foodservice in Buchon city after distributing total 500 questionnaire. The conclusion of this analysis of study is as following. This report says the reason of this mind is caused by hard work. This investigation says they feel to be compensated with low wages on the contrary their hard working and this caused them to demoralize and increase to give up their jobs. The long tenn vacation like childcare vacation is newly established by present improvement of working condition but this improvement action is ineffective. Many of them are feeling to a fatigue and ill health and the condition of occupational disease as hard work. The present improvement of irregular employee treatment like above cases is not effective. So the rewards and payment shall be considered according to their hard work and the working condition must be improved practically for the settlement of their job without leaving.

• 한국식품영양학회지
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• 제23권3호
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• pp.411-418
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• 2010

The objective of this study was to analyze the effects of non-offered meal on waste reduction in foodservice. To this end, the quantity of non-offered meal before and after Quality Improvement(QI) activity was analyzed, and employee satisfaction with foodservice was investigated. Statistical data analyses can be summarized as follows: The daily quantity of non-offered meal decreased significantly after QI(p<0.001)($27.80{\pm}3.14\;kg$ before QI and $7.22{\pm}4.17\;kg$ after QI). Among 7 items related to employee satisfaction, kindness of meal service staffs improved significantly after QI(p<0.05)($4.05{\pm}0.74$ before QI and $4.21{\pm}0.17$ after QI). No significant difference was found in the variety of menus, or cooking/seasoning of food, and there seemed to be greater satisfaction with taste of food after QI.

• 동아시아식생활학회지
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• 제24권1호
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• pp.143-155
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• 2014

The purpose of this study was to analyze adaptation for Korean foods and satisfaction for university foodservice by nationality and residence period of Chinese and Japanese university students in Daejeon, Republic of Korea. Among 330 questionnaires distributed to Chinese and Japanese students, 294 complete questionnaires (89.1%) were analyzed. The questionnaire included two 5-point scales for measuring levels adaptation of for Korean food and satisfaction with university foodservice, respectively. Japanese students' level of adaptation for Korean food (3.16) was significantly higher than that of Chinese students (2.96). As the length of residence in Korea increased, the frequency of using university lunch service per week significantly decreased. The main factor when selecting a menu item was food taste (39.8%, 22.8%) in both Chinese and Japanese students, whereas the next main factor was preference (16.4%) in Chinese students and nutrition (18.7%) in Japanese students. The preferred cooking methods for meat were stir-frying (31.6%) and roasting (25.9%). For fish, Chinese students preferred braising (32.7%), whereas Japanese students preferred roasting (26.8%). Both Chinese and Japanese students preferred sukchae (45.6%, 43.1%) for vegetables. Factor analysis grouped 17 items measuring university foodservice into four factors, 'sanitation & employee service', 'physical environment', 'food' and 'customized menu & information' and the mean scores were 3.56, 3.30, 3.20 and 3.00, respectively. Chinese students were significantly more satisfied than Japanese students with the 'physical environment', 'sanitation & employee service' and 'customized menu & information'. These results suggest that efforts such as developing a greater variety of menu items with mild tastes and somewhat less flavor, applying preferred cooking methods, offering special menus for foreign students, providing nutrition information on menus, and offering a description of menu items in the foreign languages could improve Chinese and Japanese students' levels of satisfaction with university foodservice.

• 한국식생활문화학회지
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• 제21권6호
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• pp.623-628
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• 2006

• 한국식품조리과학회지
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• 제25권5호
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• pp.564-574
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• 2009

This study was conducted to evaluate the effects of the LOHAS index value of school food service employees on the purchase of food materials and foodservice quality. The subjects consisted of 566 foodservice employees. The findings were as follows. (1) The foodservice employee's LOHAS index fell within that of a NOMADICS group with an average of 72.18 points out of 100 points. (2) When the age, working experience and LOHAS index of the foodservice employees was high, the necessity, view, interest and recognition of LOHAS introduction for the improvement of the foodservice environment was high. (3) The amount of environmentally-friendly food materials purchased by foodservice employees was high, when they had a high LOHAS index. (4) High foodservice quality management items of foodservice employees were 'sanitation management' (3.87 points) and 'human resource management' (3.84 points), whereas 'menu management' (3.57 points) and 'food material and inspection management' (3.61 points) scored low. (5) The LOHAS index of foodservice employees has a significant impact on the purchase intention of environmentally-friendly food materials in LOHAS and NOMADICS groups. (6) This study confirmed that a higher LOHAS index of foodservice employees was associated with higher foodservice quality management behavior, which leads to an improved quality of foodservice.

• 한국식품조리과학회지
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• 제20권3호
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• pp.247-255
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• 2004

The foodservice industry is changing more and more from on-site foodservice management to contract foodservice management. However there are differences according to the level of management and operation of contract foodservice management company (CFMC). The necessity of certification on CFMC is increasing to enable fair discrimination of CFMC among most clients that want to contract with CFMC. This study was performed to identify the foodservice operation evaluation model's criteria items for certifying CFMC. The analysis research methods included literature review, content analysis, individual interview, Delphi technique, and brain storming. First, the following infrastructure items were prepared in the contractor's viewpoint: procurement, transparency of operation, menu development and operation system, nutrition service system, professional employee education, sanitation andsafety management system, customer satisfaction system, facility system, management information system (MIS), business and economics. Second, the evaluation criteria required by the contractor on the client's view point was similar to school foodservice, hospitalfoodservice, and business andindustry foodservice except extraordinary items of field. Third, evaluation criteria and detail categories and items were identified such as financial focus, customer focus, process focus, human focus, and renewal and development by grafting on intellectual capital evaluation methodology for CFMC.