• Culinary science and hospitality research
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• v.17 no.1
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• pp.26-43
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• 2011

This study aims to give insight into better understanding how service quality influences customers' attitude and behavior in terms of loyalty as well as how its effects vary by the types of restaurants (family restaurants or fast food restaurants). The results of the study are summarized as follows. First, perceived service quality, which consists of food, service, menu and atmosphere, made a significant impact on customer satisfaction for food, menu, atmosphere, and service, respectively. Second, the study examined how perceived service quality affected future expectations, and found only food turned out to be a significant factor. Third, customer satisfaction affected future satisfaction and customer loyalty, and it had a greater impact on attitudinal loyalty than behavioral loyalty. Fourth, future satisfaction affects customer loyalty, and it had a greater impact on attitudinal loyalty than behavioral loyalty. Fifth, the study examined how service quality, customer satisfaction and future expectation affected attitudinal loyalty and behavioral loyalty differently by different types of the food service industry (family restaurants or fast food restaurants) and found out there were some differences in the effects of customer satisfaction on behavioral loyalty and the future expectations and attitudinal loyalty on behavioral loyalty. The marketing implication is that service providers should be one step ahead in understanding the service quality perceived by customers (food, service, menu, and atmosphere). In addition, they should understand that establishing long-tenn relationships with customers by providing high quality service bas a direct impact on their business performance. Furthermore, management in family restaurants and fast food restaurants should include the improvement of service quality in their employee training programs.

• Journal of the Korean Society of Food Science and Nutrition
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• v.36 no.4
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• pp.488-498
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• 2007

The purposes of this study were to: a) provide evidences concerning the effects of emotional leadership b) examine the impacts of emotional leadership on employee-related variables, 'job satisfaction', 'organizational commitment', 'organizational performance' and 'turnover intention', and c) identify a conceptual framework underlying emotional leadership. A survey was conducted from August 23 to November 3, 2005 to collect data from mid-level managers in food service company headquarters (N=219). Statistical analyses were completed using SPSS Win (12.0) for descriptive, reliability, factor and correlation analyses and AMOS (5.0) for confirmatory factor analysis and structural equation modeling. The main results of this study were as follows. First, the managers gave the highest point to their leaders in the emotional leadership competence 'organizational awareness : reading the currents, decision networks, and politics at the organizational level' and gave the lowest point in the emotional leadership competence 'influence: wielding effective tactics for persuasion'. Second, the means of job satisfaction was above the midpoint (3 points). Employees' job satisfaction with 'coworkers' was relatively high. However, the extents of satisfaction with 'payroll' 'promotion', and 'work environment' were relatively low. Third, the organizational commitment was above the midpoint (3 points). In the organizational commitment, 'loyalty' factor was higher than 'commitment' factor. Fourth, the means of organizational performance was above the midpoint. The highest organizational performance variable was 'internal efficiency; trying to reduce cost' and the lowest organizational performance variable was 'internal fairness ; equitable treatment and all are treated with respect with no regard to status and grade'. Fifth, most respondents intended on 'thinking of quitting ; towards turnover process'. Sixth, the test of hypothesis using structural equation modeling found that emotional leadership produced p[Isitive effects on job attitude and job performance. Emotional leadership enhanced job satisfaction and organizational commitment, and in turn, employees' attitude positive effects on organizational performance; emotional leadership also had a direct impact on organizational performance

• Journal of Global Scholars of Marketing Science
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• v.18 no.1
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• pp.115-139
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• 2008

Since financial crisis of IMF resulted in intensive competitiveness and adverse management environment, many hotel industries have responded it with restructuring. Since this restructuring is accompanied by reduction of employees, hence comes the recognition of justice in the procedure of restructuring. When the surviving employees in the restructuring process recognize unfairness in the procedure and practical operations, organization effectiveness can not be maintained due to losing trust of their employers. In this paper I will examine the relationship between validity of restructuring and compensatory programs for layoffs and surviving employees' trust of the employers. Also I will find out the relationship between remaining employees' trust of the employers and their job satisfaction and organization commitment. Through this relationship, we can prepare an alternative to reduce negative effect of restructuring. The hypotheses of this study are proposed as follows: H1: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their trust with a manager of the company is. H2: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their trust with a manager of the company is. H3: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their job satisfaction is. H4: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their job satisfaction is. H5: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their organization commitment is. H6: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their organization commitment is. H7: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their job satisfaction is. H8: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their organization commitment is. For the purposes of this study, employees working in luxury hotels located in Seoul were targeted. Self-administered questionnaires were distributed to those who consented with the investigation after explaining the purpose of the survey. A total of 500 questionnaires were distributed and 450 questionnaire were returned to the researcher for analysis. 430 of the returned questionnaires were used for analysis. As for the education for this survey, 250 junior college graduates or under (58.1%), 143 college graduates (33.3%) and 37 graduate school graduates (8.6%). As for the marital status, 315 persons (73.3%) are single and 115 are married (26.7%). As for the monthly income, 49 people (11.48%) are less than 2 million won, 148 (34.4%) are between 2 million and less than 2.5 million won, 153 (35.6%) are between 2.5 million to less than 3 million won, 80 (18.6%) are more than 3 million won. As for the workplace, 293 people (68.1%) work for the F&B department, 73 (17.0%) for rooms department, 41 (9.5%) for operation/ marketing department, 23 (5.3%) for account/ general affair department. As for the period of employment, 85 people (19.8%) are less than 5 years, 150 (34.9%) are between 6 to 9 years, 143 (33.3%) are between 10 to 14 years. and 52 (3.%) are more than 15 years. An exploratory factor analysis was used to survey validity and reliability of calculating tool on perceived values. This study used correlation between individual items and whole items and Cronbach's alpha value of multiple-item scale which is usually used to assess scale and reliability. Reliability of conceptual sub-dimension was assessed by basing on repeated procedure of correlation between individual items and whole items and factor loading. 1. Verification of correlation between validity of restructuring and trust This research showed that procedural and distributive justice of restructuring affects trust positively. The path coefficient between procedural justice of restructuring and trust is 0.719(t=10.135, p=0.000), and thereby the higher procedural justice results in higher trust. The path coefficient between distributive justice of restructuring and trust is 0.160(t=3.291, p=0.001), and thereby the higher distributive justice results in higher trust. Hence H1 and H2 are accepted. 2. Verification of correlation between validity of restructuring and job satisfaction The path coefficient between procedural justice of restructuring and job satisfaction is 0.179(t=2.202, p=0.028), and thereby the higher procedural justice results in higher job satisfaction. The path coefficient between distributive justice of restructuring and job satisfaction is 0.074(t=1.620, p=0.105), and thereby distributive justice of restructuring has no relationship with job satisfaction. Hence H3 is accepted, but H4 is removed. 3. Verification of correlation between validity of restructuring and organization commitment The path coefficient between procedural justice of restructuring and organization commitment is 0.188(t=2.466, p=0.014), and thereby the higher procedural justice results in higher organization commitment. The path coefficient between distributive justice of restructuring and organization commitment is 0.118(t=2.720, p=0.007), and thereby the higher distributive justice results in higher organization commitment. Hence H5 and H6 are accepted. 4. Verification of correlation between trust and job satisfaction The path coefficient between trust and job satisfaction is 0.610(t=6.736, p=0.000), and thereby the correlation has a meaningful result. Since the higher trust of the employer results in higher job satisfaction, H7 is accepted. 5. Verification of correlation between trust and organization commitment The path coefficient between procedural justice of restructuring and job satisfaction is 0.446(t=5.547 p=0.000), and thereby the higher trust of the employer results in higher organization commitment. Hence H8 is accepted. This research aimed to help the employers of hotel industries by analyzing the effects of validity of restructuring on employees' trust, job satisfaction and organization commitment. The research found that employer's validity of restructuring has significant affects on the degree of employee's trust with a manager, thereby reducing the negative effects of restructuring and enhancing organization commitment and job satisfaction. The principal purpose of this research is to confirm the correlation between employees' perceived validity of restructuring and their trust with a manager. Also whether this correlation results in competitive edge of the company is also investigated. It is also pointed out that employees had to participated the procedure of restructuring, sharing the philosophy and reason of restructuring. This participation and furthermore compensatory methods can reduce employees' anxiety of organization operations. Variable of trust appeared to have impact on intermediation effect between perceived variable of validity and job satisfaction, organization commitment, so that increase of trust with a manager plays an crucial role in increasing organization effectiveness. Since this research did not cover whole hotel industries which underwent restructuring, it showed a limit. Unlike previous studies which dealt with validity and trust of superior bosses, this research focussed on employers. Also the organization citizenship which is not considered in this study will be dealt with in the future study.

• Journal of the Korean Society of Food Science and Nutrition
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• v.37 no.8
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• pp.1069-1078
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• 2008

The purposes of this study were to identify the consumer behavior using in campus specialty coffee shop and to establish the marketing strategies through Importance-Performance Analysis (IPA) of service quality. Questionnaires were distributed to 725 students at K University located in Masan, from April 23 to May 3, 2007. Finally, 621 questionnaires were included in the final analysis (response rate: 85.7%). For statistical analysis, SPSS (12.0) was used to conduct the descriptive analysis, t-test, factor analysis and reliability test. The results of this study were as follows. The average cost of using specialty coffee shop in campus was \ 2,096, the average staying time was 25.92 min and the average number of visits per month was 2.17 times. The importance level of 'employee's attitude', 'physical environment', 'sensory quality of coffee', 'beverage features', 'representativeness' were 3.88, 3.79, 3.73, 3.67, 3.28 points, respectively. Also, the performance level of 'sensory quality of coffee', 'beverage features', 'employee's attitude', 'physical environment', 'representativeness' were 3.13, 3.06, 3.05, 2.77, 2.61, respectively. The importance and performance levels of service quality of specialty coffee shop in campus were significantly different (p<.001). Establishment of marketing strategies for in campus speciality coffee shop was possible through the IPA of service quality. Strategies for improving customer satisfaction were to secure enough chairs/ tables, to procure comfortable chairs for customer and to ensure the quality of coffee bean and service of employee.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.4
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• pp.2225-2234
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• 2014

The objective of this study was to the effects of emotional labor and nursing organizational culture on the self-efficacy among clinical nurses. The subjects of this study were the clinical nurses working at 6 general hospitals in C & D city. The self-reported questionnaires were administered to 475 clinical nurses. The levels of self-efficacy, nursing organizational culture and emotional labor of the subjects were revealed moderate to high. Self-efficacy and emotional labor, emotional labor and nursing organizational culture showed a negative correlation, Self-efficacy and nursing organizational culture showed a positive correlation. Nursing organizational culture affects the self-efficacy that is significant explanatory variables, of which variables are in general education, job satisfaction, and employee turnover experience. The findings suggested that Nurses' self-efficacy for managing environmental management programs with interventions seem to be necessary.

• Proceedings of the Korea Contents Association Conference
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• 2006.11a
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• pp.141-144
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• 2006

Though this study examines closely relation of sphere school register special qualities and participation degree, participation motive and mind health that is society based on person and model virtue study finding and the construction enemy about study of effect, woman's. swimming participation and mind satisfaction which exercise gets in company employee's mind health in the morning before attendance positively, there is main purpose. The subject who answered to given questionaire was 298 persons. To analyze collected data, used statistical technique statistical analysis technique anova analysis. Through such method of study and formality, this study deduced following result. First, adult woman's participation among by thing which participation frequency was mind health and difference that keep in mind statistically. Second, adult woman's participation among by thing which participation period was mind health and difference that keep in mind statistically Third, adult woman's participation among by thing which participation strength was mind health and difference that keep in mind statistically.

• Journal of Digital Convergence
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• v.13 no.12
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• pp.125-134
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• 2015

Business organizations need to introduce trans-oriented response way and efficient management skill to survive in these days of severe struggle for existence. The new management models now ask organizations for building a new employee-employer relationship. As the economic recession continues and consumption shrinks around the world, many companies are in trouble. Companies will fall behind in the market unless they respond to this seamless and fast-changing business environment and market in a structured fashion. Therefore, the importance of leadership is growing bigger and bigger. This study reviewed prior literatures dealing with the servant leadership and surveyed workers in the service industry. Resultingly, it was found that servant leadership had positive effects on organizational commitment and organizational citizenship behavior, and that the superior's trust affected the effect of servant leadership on organizational commitment.

• Journal of Labour Economics
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• v.25 no.1
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• pp.131-160
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• 2002

This article tried to find out the individual wage effect of training. This Article used 1998, 1999 KLIPS(Korea Labor and Income Panel Study) panel data. The size of the individual wage effect of training was twice of tenure's, and had significance. Training had a good effect on the job satisfaction and carrier development. To overcome self selection bias, this article regressed the first difference of wage equations, but we didn't get the significant results. Dividing sample into quitters and non-quitters in order to investigate the relation between training cost and benefit, we regressed separately the each first difference of wage equation. On quitters, the individual effect of training appeared significantly, but on non-quitters, it didn't. This results mean that employer does not raise wage rate according to upgraded skill originated in incumbent's training. And the results also mean that the upgraded skill of employee who quit pre-employer is recognized by new employer, and his wage rate rises in his new job.

• Journal of Distribution Science
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• v.4 no.1
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• pp.79-102
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• 2006

The importance of the environment in the store is embossed, this is demanded to manage the store environment from the dimension of image improve and customer contacted satisfaction measurement followed with the influence on the store choice criteria. Retail store's managers improve the retailing results by forming the appropriate store environment and giving the customers a pleasant and satisfied purchasing environment to improve the store atmosphere. The expected customer who looks for their store can plant a thesis existing reason of their own store definitely and strongly in theheart of manger and employee. And also, among the store differentiation, the weight of physical environment placed is becoming large day by day, and now can make full use of the competition superiority measure different with the store. This paper will actually analysis that what kind of influence the store environment factors exert on the store choice criteria, and also if the store choice criteria exerts influence on the store value and patronage intention.

• Proceedings of the Korea Contents Association Conference
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• 2009.05a
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• pp.626-632
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• 2009

An Edutainment Contents help the learners to recognize the problems effectively, grasp and classify important information needed to solve the problems and convey the contents of what they have learned. Owing not only to this game-like fun but also to the educational effect, The Edutainment contents can be usefully applied to education and training in the areas of scientific technology and industrial technology. This study proposes the Edutainment that users can apply to biotechnology by using intuitive multi-modal interfaces. In this study, a stereoscopic monitor is used to make three dimensional molecular structures, and multi-modal interface is used to efficiently control. Based on the system, this study easily solved the docking simulation function, which is one of the important experiments, by applying these game factors. For this, we suggested the level-up concept as a game factor that depends on numbers of objects and users.