• Korean journal of food and cookery science
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• v.28 no.2
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• pp.97-110
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• 2012

The purposes of this study were to examine the levels of job stress and job burnout perceived by nutrition teachers and dietitians in school foodservice in Gyeongsangnam province and to analyze job stress factors affecting job burnout. A total of 270 questionnaires were distributed from December 10 to 29, 2010 and 252 were returned (response rate : 93.3%). A total of 245 were used in the final analysis (usage rate : 90.7%), excluding seven improper questionnaires. The results of this study were as follows : 100% of the respondents were women, and their mean age was 38. 60% were nutrition teachers and 40% were dietitians. The level of job stress and job burnout of the respondents were 2.89 points (on a 5-point Likert scale) and 3.70 (on a 7-point Likert scale), respectively. In regard to job stress factors, job demand (3.97) recorded the highest scores, followed by organizational system (2.99), lack of reward (2.85), interpersonal conflict (2.69), job insecurity (2.63), organizational climate (2.63), and insufficient job control (2.45) in that order. Exhaustion burnout (4.60) recorded the highest points among job burnout factors, followed by cynicism (3.46), and professional efficacy (3.04) in that order. Job stress factors affecting job burnout were organizational system (p<.001), job insecurity (p<.001), lack of reward (p<.001), and organizational climate (p<.01). In conclusion, it is necessary to provide human resources management strategies to lower job demand and workload in order to reduce job stress and job burnout for dietitians and nutrition teachers in school foodservice.

• Journal of the Korean Dietetic Association
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• v.26 no.1
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• pp.54-75
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• 2020

This study examined the job satisfaction of nutritionists, and its effect on organizational commitment and turnover intention in public health centers. The response data of 174 nutritionists were analyzed. The overall average of job satisfaction was 3.94 out of 7 points, which was determined to be below 'normal'; however, the job suitability of sub-factors scored 5.26, which was more than 'normal'. The variables affecting job satisfaction that were provided by the respondents included job-related licenses (P<0.01) and co-nutritionists (P<0.01). Organizational commitment ranked 'normal' with a score of 4.35. Normative commitment (4.90) of the sub-factors was 'normal' or more, and differed when considering 'age' (P<0.01), 'employment status' (P<0.01), 'salary per year' (P<0.05), and 'working area' (P<0.05). The turnover intention was analyzed to be below 'normal' with 3.88 points, and the variables affecting turnover were significantly higher for subjects in their 20s (P<0.01), less than two job-related licenses (P<0.05), and less than two co-nutritionists (P<0.01). The four variables of job satisfaction, 'business discretion' (P<0.05), 'work environment' (P<0.01), 'job suitability' (P<0.01), and 'reward' (P<0.01), positively affected the organizational commitment. Moreover, organizational commitment had a mediating effect (P<0.01) on job satisfaction and turnover intention. Taken together, our results suggest that public health centers need to develop improvement plans for business discretion, work environment, job suitability and reward.

• Nutrition Research and Practice
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• v.13 no.2
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• pp.169-177
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• 2019

BACKGROUND/OBJECTIVES: Excessive sugar intake is one of the causes associated with obesity and several chronic diseases prevalent in the modern society. This study was undertaken to investigate the effect of parenting variables based on the theory of planned behavior, on the sweetness preferences and sweets intake of children. SUBJECTS/METHODS: Parents and their children (n = 103, aged 5-7 years) were enrolled to participate in a survey for this study, after providing the required informed consent. Parents were asked to fill out a self-administered questionnaire at their residence. The sweetness preference test for children was conducted at a kindergarten (or daycare center) by applying the one-on-one interview method. RESULTS: The children were divided into two clusters categorized by the K-mean cluster analysis: Cluster 1 had higher sweetness preference (0.42 M sugar, 35%; 0.61 M sugar, 65%); Cluster 2 exhibited lower sweetness preference (0.14 M sugar, 9.5%; 0.20 M sugar, 9.5%; 0.29 M sugar, 81%). Cluster 1 had a higher frequency of sweets intake (P < 0.01), and lower sweets restriction (P < 0.05) and nutrition quotient score (P < 0.05). Sweets intake was negatively correlated with the nutritional quotient (r = -0.204, P < 0.05). The behavioral intention of parents was higher in cluster 2 (P < 0.05), while affective attitude, feeding practice, and reward were higher in cluster 1 (P < 0.001, P < 0.05, and P < 0.01, respectively). Furthermore, behavioral intention of parents showed a negative correlation with affective attitude (r = -0.282, P < 0.01) and feeding practice (r = -0.380, P < 0.01), and a positive correlation with subjective norm (r = 0.203, P < 0.05) and parenting attitude (r = 0.433, P < 0.01). CONCLUSIONS: This study indicates that the sweetness preferences and sweets intake of children is related to the parent's affective attitude, feeding practice and reward. We suggest that to reduce the sugar consumption of children, guidelines for access to sweets and pertinent parenting practices are required.

• Korean Journal of Community Nutrition
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• v.13 no.3
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• pp.359-366
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• 2008

This study has two section, one is design and development of website, the other is evaluation of website quality. The website was designed to have three web contents, Nutrition education for women's health, Food information for women, and Menus for women's health. In nutrition education for women's health, women were divided by healthy women, pregnant and nursing women, and patients. In Food information for women, I offer food information for the purpose of inducing women to have food intake for healthy lives. In Menus for women's health, 299 menus were selected by preference evaluation and menu evaluation. The website was developed through this study. The main menu consists of 3 web contents of nutrition education for women's health, food information for women, menus for women's health and this site also contain Q & A. In the quality valuation process by a group of experts, all respondents highly esteemed the quality of the website used inthis study reward grading in higher than 3 points (in general).

• Journal of Distribution Research
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• v.13 no.1
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• pp.35-60
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• 2008

The objective of this research is to find out antecedents and consequences that would affect franchisee's fairness in a franchise system. The factors of antecedents include support, reward and communication, and those of consequences consist of commitment and profit. With a survey of the 120 stores of N franchise, the country's outstanding food service company, the results of structural equation model show that support and reward in its headquarters scheme had an effect on distributive fairness in franchisee's fairness sense, but did not influence procedural fairness. However, communication affected both distributive fairness and procedural fairness. On the other hand, distributive fairness and procedural fairness impacted relationship of a franchise system and commitment in variables. And only distributive fairness influenced profit.

• Journal of the Korean Society of Food Science and Nutrition
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• v.46 no.1
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• pp.132-139
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• 2017

The purpose of this study was to obtain data for contribution of job characteristics (workload, autonomy, reward, community, fairness, and value) to job burnout (emotional exhaustion, and cynicism), and job engagement (vigor, dedication, and absorption) in foodservice dietitians. Our survey was administered to 393 school foodservice dietitians in the Busan area on February 11, 2014. The mean scores of nutrition teachers were significantly higher for autonomy (P<0.01), reward (P<0.05), community (P<0.01), fairness (P<0.001), and value (P<0.001) than unlimited period contract dietitians. The mean scores of high school dietitians were significantly higher for emotional exhaustion (P<0.01) and cynicism (P<0.001) than elementary school dietitians and middle school dietitians. Workload (r=-0.609, P<0.001), reward (r=-0.417, P<0.001), and fairness (r=-0.394, P<0.01) correlated significantly with emotional exhaustion. Reward (r=-0.324) and value (r=-0.423) correlated significantly (P<0.01) with cynicism. Value correlated significantly (P<0.01) with vigor (r=0.493), dedication (r=0.480), and absorption (r=0.460). Workload (${\beta}=-0.521$, P<0.001) had the highest negative influence on emotional exhaustion, whereas value (${\beta}=-0.325$, P<0.001) had the highest negative influence on cynicism. Value had the highest positive influence on vigor (${\beta}=0.392$, P<0.001), dedication (${\beta}=0.443$, P<0.001), and absorption (${\beta}=0.444$, P<0.001). Based on the results of this study, school management should plan job characteristics strategies to reduce workload and increase value for school foodservice dietitians.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.4
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• pp.254-264
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• 2018

The study aims were to verify the influences of job environment factors and work attitude on turnover intention of school foodservice employees, and then to verify the mediating effect of organization commitment between six areas of worklife and turnover intention so that organizations can intervene to reduce the turnover intentions of employees. The subjects were 205 employees who were working in the school foodservice field. The job environment factors were measured by six areas of worklife (workload, control, reward, fairness, community, value) and the organizational commitment was measured by two types of commitments (affective, continuance). The results were as follows. First, workload, reward, community and value of six areas of worklife reduced affective commitment, control and fairness increased continuance commitment, and affective commitment reduced turnover intention. Second, only reward and community showed direct effect on turnover intention, but all six areas of worklife had a statistically significant indirect effect on turnover intention through affective commitment. These results showed that job environment factors had both direct and indirect effect on employees' behavior through employees' affection. These findings imply that organizations can control employees' turnover intention by providing education or social support to maintain their affective commitment even when organizations cannot change job environment.

• Journal of the Korean Society of Food Culture
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• v.26 no.6
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• pp.649-656
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• 2011

The purpose of this study was to investigate how constructs of job embeddedness (fit, links and sacrifice) affected innovation-related behaviors. This study also investigated the relationship between innovation-related behaviors and turnover intention. The samples of this study were employees of Daegu City restaurants who visited the 2010 Daegu Food Tour Expo on October 7-10. A total of 302 questionnaires were analyzed with the statistical methods of factor analysis, reliability test, and covariance structural analysis. There were two findings of the research. First, we found that fits, links, and sacrifice were positively related to innovation-related behaviors. Second, we found that innovation-related behaviors were negatively related to turnover intention. Therefore, restaurant managers in Daegu City should pay attention to providing employee organization that helps them to first in, makes sure that they have lots of links with other employees, and bestows as many wage and fringe benefits as possible. Also, restaurant managers should reward the innovation-related behaviors of employees.

• Journal of the Korean Dietetic Association
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• v.16 no.3
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• pp.255-269
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• 2010

The purpose of this study was to investigate consumer awareness and demand related to country-of-origin labeling at restaurants, and to provide basic data to reexamine the need for current policies and to determine problems. The study found that 70% of the respondents thought that the implemented representation policy had improved food quality, and 81.3% of the respondents checked country-of-origin labeling at restaurants. In addition, 74.7% of the respondents answered that "reward for accusation" was appropriate policy. Regarding the degree of recognition of the meat importers, the respondents were well aware of the importing countries, but did not recognize the importing country of chicken. In terms of preference for meat importers, Australian beef was rated highest, but beef from the U.S. was ranked seventh. However, in preferences for pork and chicken, U.S. products were rated highest. According to the survey, in a question regarding the perception toward country-of-origin labeling, the respondents recognized that rice, beef, pork, and chicken were the targeted items. In addition, the respondents suggested that other food ingredients at restaurants should be designated as target items for country-of-origin labeling.

• Journal of the Korean Society of Food Science and Nutrition
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• v.33 no.10
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• pp.1646-1652
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• 2004

This study is to help management of foodservices with the means of preparing a favorable food service environment which will likely improve employees' job satisfaction and present the plans for Quality leadership which are capable of effectively improving the aims of food service. Transformational leadership (4.08) that includes charisma (4.12), intellectual stimulation (4.12) and individual consideration (4.01) was more strongly observed by employees than transactional leadership (3.35) that includes contingent reward (3.99) and management by exception (2.70). According to employees' age, it was shown that individuals over 40 observed transformational leadership significantly more frequently than those below 30. When considering academic background, both transformational leadership and transactional leadership were more strongly observed in the group of lower education. When the type of employment was considered, contract workers showed higher individual consideration and contingent reward than regular workers. Also, when the consideration of working places was taken into account, employees who were employed by schools presented a stronger observance of transactional leadership than employees in industrial cooperation or hospitals. Employees, especially in schools, were more receptive to dietitians' contingent reward than hospital employees. Regarding age, dietitians below the age of 40 had stronger transformational leadership skills, but there was no significant difference in the case of transactional leadership. According to these items of leadership, dietitians over 40 felt stronger in management without exception. Relationship with co-workers was the highest among job satisfaction (3.84), coworkers (4.00), stability (3.60), autonomy (3.76). In the collective food service organization, there was a positive correlation between management expectations and the expectations of the dietitians' management styles and employees' job satisfaction.