• Culinary science and hospitality research
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• v.23 no.6
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• pp.110-117
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• 2017

This study intended to examine transitive relation among customer incivility perceived by deluxe hotel frontline employees, burnout, and deviant workplace behaviors and clarify the moderating effect of employees' stress. A total of 230 employees working in deluxe hotels in Seoul, the capital of Korea, in 2017 comprised the sample in this study. The hypothesized relationships in the model were tested simultaneously by using structural equation modelling (SEM). As results, customer incivility perceived by deluxe hotel frontline employees had significant (p<.001) positive influence on their burnout(${\beta}=.38$, t-value=4.93). Employees' burnout positively influenced their deviant workplace behaviors (${\beta}=.56$, t-value=7.22). In addition, customer incivility was found to positively affect employees' deviant workplace behaviors(${\beta}=.26$, t-value=3.90), and therefore, the moderating role of stress level was not verified. The findings of this study suggested that deluxe hotels are supposed to enhance their frontline service by providing orientation for customers through promotion materials. Limitations and future research directions of this study were also well established and discussed.

• Journal of the East Asian Society of Dietary Life
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• v.24 no.2
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• pp.252-260
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• 2014

This study discussed the consumption and purchase behaviors of wine by hotel F&B employees based on cluster analysis. Consumption behavior was separated into two categories: place and frequency of drinking. Purchase behavior was divided into two as well: place and price of purchasing. In general, consumption behavior was more influenced by drinking place rather than price, with a wine bar being the most preferred place to drink. Further, purchase behavior was more dependent on the price than place, specifically mid-range priced wine. When selecting wine, "taste" was the most important quality considered for both consumption and purchase behaviors, followed by "price". In addition, "vintage" and "country/winery" were also considered important for consumption behavior. There was no further significant difference among selection attributes for wine quality in terms of purchase behavior. Overall satisfaction after wine consumption was 3.73. Frequency of drinking had a greater impact on overall satisfaction than drinking place. Overall satisfaction after wine purchasing was 3.72, and satisfaction level was greater when a wine was purchased at a wine bar rather than a general bar. With respect to country of origin, France, USA, Chile and Argentina wines all showed even variation among selection attributes for wine quality. However, Italian wine displayed a below average score under "vintage" and "bottle design", whereas Spanish wine did so under "brand". Lastly, Australian wine displayed the lowest scores for all selection attributes.

• The Journal of Information Systems
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• v.32 no.4
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• pp.1-28
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• 2023

Purpose Recently, organizations have been allocating significant financial resources toward the implementation of new technologies and stringent information security (IS) policies in order to enhance IS. However, the potential for IS threats from internal sources within organizations remains high. This study proposes a mechanism whereby the organization's IS environment (organizational justice) enhances employees' perception of IS value congruence and encourages their voice behavior. Furthermore, this study validates that an individual's susceptibility to interpersonal influence can reinforce the relationship between the aforementioned factors and voice behavior. Design/methodology/approach We utilized AMOS 22.0 and Process 3.1 to validate the research model and hypotheses. The data was gathered from 435 employees employed in South Korean firms that implemented IS policies in their work. Structural equation modeling was employed to examine the relationship between organizational justice, value congruence, and voice behavior, and the interaction effect was confirmed by incorporating model 1 of Process 3.1 for the hypothesis pertaining to susceptibility to interpersonal influence. Findings The findings of this study indicate that organizational justice has a positive impact on voice behavior, which is further enhanced by value congruence. Furthermore, the influence of organizational justice and value congruence on voice behavior is moderated by susceptibility to information influence, while susceptibility to normative influence only moderates the effect of organizational justice. These results provide valuable insights for organizations in developing customized information systems strategies that effectively promote employees' voice behaviors.

• Journal of the Korean Society of Safety
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• v.32 no.2
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• pp.105-111
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• 2017

This research examined if job stress mediates the relationship between physical environmental risk and safety behavior of employees. In addition, we investigated whether perceived control moderates the physical environmental risk-job stress link. In order to test our hypotheses, 1005 employees in various fields of firms were participated. Using structural equation modeling(SEM), we conducted moderated mediation model analysis that elaborately test the hypotheses. The results demonstrated that job stress mediated the physical environmental risk-safety behavior link. Furthermore, the relationship between physical environmental risk and job stress was moderated by perceived control.

• Journal of Distribution Science
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• v.10 no.12
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• pp.35-43
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• 2012

Purpose - This study analyzes the effects of types of leadership on the employees of Italian restaurants, its efficacy, and organizational citizenship behavior, utilizing a causal assessment model. In this study, independent variables such as the type of leadership perceived in the manager or chef by an Italian restaurant's employees, and its efficacy were parameters, and the organizational citizenship behavior and organizational effectiveness were the variables representing the results in the hypothesis. The study aimed to draw implications by verifying the leadership via efficacy and the impact on organizational citizenship behavior of Italian restaurants. Research design, data, methodology - For the purpose of this analysis, specific questionnaire items were configured according to the theory and efficacy of the study. From a questionnaire used in organizational citizenship behavior comprising 22 questions, six were modified to suit the research purpose of this study. The configured questionnaire comprised 5 parts and 40 items. A Likert (Likert) 5-point scale was utilized to measure responses to the questionnaire items from the employees of an Italian restaurant in Seoul who participated in the survey. For data collection, 400 questionnaires were distributed, and 344 collected. Factor analysis and reliability verification were conducted using SPSS18.0 and AMOS18.0. A covariance structure analysis was conducted to test the research hypotheses. Results - Based on the results of the analyses, the summary and suggested implications of the research are as follows: The covariance structure analysis used to analyze the kind of effect transformational and transactional leadership styles in Italian restaurant employees had on self-efficacy, group-efficacy, and organizational citizenship behavior, indicated that among the characteristics of transformational leadership (such as, idealized influence, inspirational motivation, individual consideration, and intellectual stimulation), idealized influence and individual consideration had a positive influence on self-efficacy. Idealized influence, individual consideration, conditional reward, and management by exception also positively influenced self-efficacy and altruistic and conscientious behavior (organizational citizenship behavior). Conclusions - Results suggest that with regard to self-efficacy and group efficacy, managers in different departments and chefs should provide team members with a vision for the future, increase their confidence in their abilities, and build their trust in the organization. By evaluating employee performance and experiences, management can demonstrate leadership and encourage organizational citizenship behavior through enjoyable, voluntary participation. Transformational and transactional leadership is effective in group processes that include social-exchange relationships, self-efficacy and group efficacy, and organizational citizenship behavior. However, as this research study utilizes only self-reported data, it has several limitations, such as a vulnerability of errors caused by the various experiment types. A significant limitation of this study is the lack of potential for the duplication of results. The covariance structure analysis, however, provides complementation to limit the impact of errors from self-reporting studies. A future study can extend this research by utilizing different data collection methods.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.6
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• pp.95-104
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• 2022

This study investigates the complex mechanism of work-family conflict affecting counterproductive behavior of employees based on resource conservation theory and 417 valid samples by using polynomial regression and response surface analysis. Counterproductive work behavior refers to any intentional behavior of an individual that has potential harm to the legitimate interests of the organization or its stakeholders. Results show that first, work-to-family conflict (WFC) and family-to-work conflict (FWC) had four matching types. Compared with "high WFC-low FWC," "low WFC-high FWC" and "low WFC-low FWC" matching conditions, the employee self-control resource depletion and counterproductive work behavior (CWB) are at their highest under "high WFC-high FWC" congruence matching condition. Second, the joint effect of WFC and FWC has a U-shaped relationship with counterproductive behavior. Compared with the "high WFC-low FWC" match state, the level of CWB in the "low WFC-high FWC" match state is higher. Third, the depletion of self-control resources played a mediating role in the effect of WFC on counterproductive behavior. Fourth, emotional intelligence moderated the relationship between the congruence of WFC and FWC and self-control resource depletion. Emotional intelligence was higher, and the positive relationship between the congruence of WFC and FWC and self-control resource depletion was weaker.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.9
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• pp.781-790
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• 2020

This study's primary purpose is to explore the psychological capital roles and personality traits of Big-Five in predicting OCB (organizational citizenship behavior) and performance of task in Indonesia's electricity sector. The data were gathered from the employees of four major cities in Indonesia, in Southeast Sulawesi, comprising 246 employees. The data were analyzed utilizing a PLS (partial least squares) based SEM (structural equation modeling) technique. The findings indicate that the psychological capital and personality traits of Big-Five relate significantly to OCB and the performance of task. Nevertheless, against our expectations, OCB does not significantly relate to the performance of task. This study also discusses the findings' further implications. In terms of practical implications, the findings of this research stipulate that psychological capital and Big-Five personality traits aimed to improve employee performance and can be most effective if specifically targeted at OCB. Given that both variables play an important role to promote OCB, caring training initiatives that focus on mutual help can be very valuable for organizational improvement. In a managerial perspective, organizations can increase OCB by conducting open communication strategies between managers and employees to further stimulate and strengthen the ability of employees to display extra-role behaviors.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.4
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• pp.345-355
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• 2022

Excellent employees are those who take on extra responsibilities and commitments at work. Hence, employees must pay attention to out-of-role activities that can help the company perform better. When a person takes on more responsibilities than he can handle, they will have to deal with the issue of work-family balance. This paper examines how the consistency of WFC affects employees' organizational citizenship behavior (OCB) using the Resource Conservation Theory. This study uses empirical research methodologies to assess 417 employees as a sample. (1) When the matches of work-to-family conflict (WFC) and family-to-work conflict (FWC) are consistent, the employee self-control resource depletion level is lower, and OCB is higher in the "high-high" consistency matching state. (2) The "low-high" match had a higher OCB than the "high-low" match when the WFC and FWC matches were inconsistent. (3) In the process of WFC affecting OCB, the depletion of self-control resources acts as a mediating factor. (4) Emotional intelligence plays a moderating role in the whole model. The lower the emotional intelligence was, the stronger the positive relationship between the consistency of WFC, FWC, and self-control resource depletion was.

• The Korean Journal of Health Service Management
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• v.11 no.1
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• pp.107-115
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• 2017

Objectives : The purpose of this study was to examine the relationship between the health behavior and prevalence of chronic diseases among manufacturing workers. It would provide fundamental data in the development of health promotion programs for manufacturing workers. Methods : Data on 3,171 employees who underwent health check-ups by the National Health Insurance Service in L company, G City from March to December 2014 were analyzed. The statistical analysis of frequency, chi-square test, and multiple logistic regressions were performed using SPSS 18 program. Results : The results of this study show that obesity and over-weight are the health behaviors that influence the prevalence of chronic diseases in manufacturing employees. Conclusions : The implementation of public health projects to improve the voluntary participation of the employees can enhance their health, improve the productivity, and influence their quality of life positively by changing the health behaviors.

• Culinary science and hospitality research
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• v.14 no.4
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• pp.368-384
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• 2008

This study was designed to investigate the results of a performance analysis on the effect of transformational leadership on the efficacy of organizational citizenship behavior of hotel convention employees. This study referenced the relevant literature, proposed hypotheses to solve the main issues of inquiry, and made a corresponding empirical analysis. For the empirical analysis, a questionnaire was given to a total of 149 kitchen and food & beverage banquet employees at a Seoul area deluxe hotel convention. The model was tested using SPSS 12.0 and AMOS 5.0 on a sample of 149 surveys, of which 71% constituted a usable response rate. The results of the empirical analysis show the following. 1) Charisma and vision have a significant effect on group efficacy. 2) Individual consideration and intellectual stimulation have significant influence on self efficacy. 3) Individual consideration and intellectual stimulation have significant influence on group efficacy. 4) Altruism and conscientiousness have significant influence on group efficacy. 5) Sportsmanship and civic virtue have significant influence on self efficacy.