• 한국응용과학기술학회지
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• 제35권2호
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• pp.336-349
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• 2018

이 연구의 목적은 서울 지역 소비자들의 베이커리 제품 구매자들의 구매 속성과 형태를 성별과 세대에 따라서 조사하였다. 그 결과는 다음과 같다 : 일반적 사항에서 전체 654명 중에서 남성이46.6%, 여성이 53.4%로 여성이 남성보다 좀 더 많았다. 베이커리 제품의 구매속성에서 식생활 유형은 '미각 관심형'이 35.6%로 가장 많았고, 그 다음으로 '건강 관심형'이 35.2%, '편리 관심형'이 16.8%순이었다. 베이커리 제품의 구매 기준은 맛이 79.1%로 가장 높게 나타났으며, '영양' 10.2%, '가격' 6.6%, '위생' 5.5% 순이었으며, 성별에 따라서 유의미한 차이를 나타내었다(p<0.01). 베이커리 이용 형태에서 프랜차이즈 베이커리가 71.1%, 윈도우 베이커리 13.3%, 인스토어 베이커리 8.4%순으로 이용하였으며, 성별에서 유의미하였다(p<0.001).

• 한국응용과학기술학회지
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• 제38권2호
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• pp.343-355
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• 2021

이 연구의 목적은 소득에 따른 베이커리 제품 구매 속성과 형태에 대해서 조사하였으며, 일반적인 사항에서 전체 1,235명 중에서 여성이 59.6%, 남성이 40.4%로 여성이 남성보다 다소 많았다. 베이커리 제품 구매 속성에서 '건강관심형'이 40.0%로 가장 많았고, 거주지에서는 대도시 거주자가 '맛 관심형'이 35.8%인 반면에 중소도시 거주자는 '건강 관심형'(p<0.001)의 45.4%로(p<0.001), 소득이 높을수록 건강에 대한 관심이 높았다(p<0.001). 베이커리 제품을 구매하는 소비자들은 '맛' 67.1%, '영양' 13.7%, '가격' 7.8% 순으로 거주지에 따라 유의한 차이를 나타내었다(p<0.01). 베이커리 이용형태에서는 프랜차이즈 베이커리가 71.1%, 윈도우 베이커리 14.6%, 인스토어 베이커리 8.4%였다.

• Nutrition Research and Practice
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• 제16권1호
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• pp.132-146
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• 2022

BACKGROUND/OBJECTIVES: Various sodium reduction policies have been implemented. However, there are limitations in the aspect of actual field applicability and efficiency. For effective sodium reduction, cooperation with the field is required and consumer preference must be considered. Thus, this study aimed to develop a low-sodium burger considering field applicability and consumer preference. MATERIALS/METHODS: Focus group interviews and in-depth interviews on the sodium reduction measures were conducted with nine professionals in related fields to discuss practical methods for sodium reduction from September 7 to 21, 2018. By reflecting the interview results, a burger using a low-sodium sauce was developed, and preference analysis for sodium in the burger sauces and finished products was performed. The consumer preference for low-sodium burgers was evaluated on 51 college students on November 12, 2018. RESULTS: The results of the professional interview showed that it is desirable to practice sodium reduction gradually, and by reflecting this, the burger sauce was prepared by adjusting the ratio of refined salt to 15%, 30%, and 50%. The sodium content of the burger using low-sodium sauce was 399 mg/100 g in the control group, 362 mg/100 g in the H1 group, and 351.5 mg/100 g in the H2 group, showing a 9.3-11.9% decrease in sodium in the H1 and H2 groups. The preference evaluation on the low-sodium burgers showed a higher preference for burgers with 9.3-11.9% sodium reduction, which did not affect the overall taste. CONCLUSIONS: This study examined the potential for sodium reduction in the franchise foodservice industry. An approximate 10% sodium reduction resulted in an increase in consumer preference without affecting the strength of the taste. Thus, if applied gradually, sodium reduction at practical levels could increase the consumer preference without changing the taste or quality and could be applied in the franchise foodservice industry.

• 한국프랜차이즈경영연구
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• 제7권2호
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• pp.5-14
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• 2016

Purpose - Competitive industry structure and recent economic depression challenge a survival of Korean small- and medium-sized food franchising companies (SMFCs), albeit the explosive growth of the Korean food service industry for last few decades. Against this backdrop, it examines how these SMFCs overcome liabilities of smallness and resource scarcity to strengthen competitive advantage in the market. To tackle this, in this article we focus on corporate entrepreneurship and human resources as a knowledge-based asset for these SMFCs. Furthermore, the ratio of employee turnover is high in SMFCs. We view that such brain-drain may result in poor performance of the Korean SMFCs. As such, we pay attention to the role of organizational commitment to an organization as a solution for enhancing individual-level employees' loyalty toward their organization. Research design, data, and methodology - Our research question is to what extent corporate entrepreneurship (i.e., innovative organizational culture, organizational autonomy, and administrative innovation) affects an individual-level attitude toward the organization and, in turn, employee creativity and satisfaction in the Korean SMFCs context. We collected data from employees in SMFCs for three months. A total of 126 valid questionnaires were collected, and analyzed the data using partial least squares path modeling. Results - The reliable and valid measurement model feed into testing the structural model. Our findings suggest that innovative organizational culture and organizational autonomy positively affect employee commitment. Particularly, organizational autonomy has a greater effect than innovative culture on employee commitment. However, the relationship between administrative innovation and employee commitment is not significant. We also find that employee commitment positively affects both employee creativity and satisfaction. Conclusions - Our contribution to the existing franchising business and management literature is twofold. First, the conceptual model includes three antecedents in the organizational entrepreneurship dimension to organizational commitment. Second, we conceptualize organizational commitment as employee commitment, and validate its impact on employee creativity and job satisfaction at an individual performance level. Overall, this article suggests that it is critically important for the Korean SMFCs to develop corporate entrepreneurship in order to facilitate employees' positive attitudes toward their organizations.

• 유통과학연구
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• 제11권1호
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• pp.25-34
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• 2013

Purpose - This study examines the adverse press coverage that has increased in proportion to the remarkable growth of various kinds of franchise businesses in the food service industry. Today, the trust of franchisees in relation to their franchisor, and the maintenance of good relations between the two, has become a significant social issue. This study investigates relationship satisfaction and the long-term commitment between the franchisor and franchisee. Research design, data, methodology - We used a path analysis to investigate the relationship between justice and trust, trust and relationship satisfaction, justice and relationship satisfaction, trust and long-term commitment, and relationship satisfaction and long-term commitment. Structural Equation Modeling and a Sobel test were used to investigate the mediating effects of trust and relationship satisfaction. Data were collected from 237 Food Franchisees in Seoul and Gyeonggi Province in order to test the theoretical model and its hypotheses. Two research methodologies are generally used in the distribution management field. For this study, an empirical method was used. Results - A causal analysis was carried out to test if the research model has a sufficient fit index (for instance, χ² = 46.694, df = 10, p = .000, GFI = 0.946, AGFI = 0.850, RMR = 0.034, NFI = 0.966, CFI = 0.973), and the results showed that the model was sufficient, thus demonstrating the suitability of the research model. Each hypothesis had a positive influence, both on long-term commitment and relationship satisfaction. Justice with the franchisor had a positive influence on trust. Relation satisfaction cognized by franchisees was found to positively influence long-term commitment. The franchisee perception of justice in relation to the franchisor had no significant influence on long-term commitment. The study investigated the hypothesis that trust could mediate justice and long-term commitment, and that relationship satisfaction could also mediate long-term commitment Both trust and relationship satisfaction were found to be important for long-term commitment. Specifically, trust sub-factors and justice sub-factors influenced long-term commitment. Identification-based and knowledge-based trust were more important than calculus-based trust. Distributive justice was deemed more important than procedural justice; distributive justice should thus be strengthened. Conclusions - Both franchisor and franchisee were independent businesses. Evidently however, the franchisor could not ensure profit without long-term commitment from the franchisee. As for the success of the franchise business, the franchisor should carry out appropriate strategies leading to a satisfactory relationship. For example, transparency makes it possible to maintain and enhance trust and to improve relationship satisfaction. Just relations between franchisor and franchisee should make it possible to maintain and enhance the franchisee's trust. The franchisor should provide a variety of information with respect to the franchisee's business success. Finally, in order to improve the franchisee's long-term commitment, the franchisor should ensure a just approach with trust and relationship satisfaction among their strategies.

• 한국프랜차이즈경영연구
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• 제12권3호
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• pp.35-46
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• 2021

Purpose: The hotel industry needs a leader who can actively demonstrate leadership to respond to and accept changes in the organization in a highly competitive and fast-changing environment. Therefore, the role of leaders who instill clear vision and goals of the organization in their members, listen to their opinions, and empathize is paramount. Leaders should encourage successful organizational activities based on active participation by employees and create the best environment for working with a sense of mission and responsibility. This study aims to identify the relationship between empathy leadership and job engagement as a result variable of team cohesion in the hotel culinary department and conduct empirical studies on the role of empathy leadership and job engagement. Research design, data, and methodology: The data were collected from employees who work in culinary department at a five-star franchise hotel located in the Seoul metropolitan area. Because it is difficult to conduct a survey through face-to-face contact with employees due to the COVID-19 pandemic, the online survey was conducted from February 1 to February 28, 2020. A total of 330 questionnaires through online were distributed and 268 employees completed the survey, yielding a response rate of 81%. Of the 268 returned responses, 27 responses were not usable due to missing information. Thus, a total of 241 responses were used for analysis. Results: The study results are as follows. First, it has been shown that the empathy leadership of culinary department in hotel companies has a significant positive impact on the job engagement. Second, it has been shown that job engagement has a significant positive effect on members' team cohesiveness. Third, empathy leadership of hotel companies' culinary department has a significant positive impact on members' team cohesiveness. Fourth, job engagement has a significant positive (+) mediating effect in the relationship between empathy leadership and team cohesiveness in culinary department. Conclusion: This study supports the theory that an emotional and empathic leader's behavior or ability can change the effectiveness or atmosphere of a rapidly changing hotel culinary team organization by presenting a research model on the effect of empathic leadership on job engagement and team cohesiveness. And hotel chefs should be more aware of the importance of empathic leadership and make them a human resource of the organization through formal and informal communication with culinary employees.

• 한국프랜차이즈경영연구
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• 제2권1호
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• pp.46-60
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• 2011

경제 성장에 따른 산업화와 소득 수준의 증가, 그리고 여성의 경제활동 참여가 증가하면서 우리나라 외식산업이 급속하게 성장하였다. 고용친화적인 외식산업의 성장은 고용창출 효과에 기여할 것으로 기대하여 본 논문은 한국은행에서 발표한 산업연관표를 이용하여 외식산업이 고용부문에 어떤 영향을 미쳤는지 살펴보는 것을 목적으로 한다. 분석 결과에 의하면, 2005년 기준으로 외식업 분야의 10억 원의 생산증가를 위하여 직접적으로 필요한 피용자(임금근로자)는 11.3명이고 피용자뿐만 아니라 자영업자와 무급가족종사자 모두 포함하면 24.6명이 필요한 것으로 나타났다. 외식업의 생산 증가를 위해 필요한 노동자(임금근로자 및 자영업자와 무급가족종사자 포함)의 수가 해를 거듭할수록 지속적으로 감소하는데 이는 외식업의 노동생산성 증가로 여겨진다. 즉, 외식업의 사업체 규모 확장, 시설 자동화로 인한 것으로 여겨진다. 외식산업이 다른 산업의 고용창출에 미친 파급효과를 살펴보면, 2005년 기준으로 10억 원의 생산증가로 인해 유발되는 취업자 수는 40명인 것으로 나타났다. 이때 외식업 분야의 직접적인 취업유발인원은 24.9명, 그리고 15.2명은 타산업에 간접 유발된 취업자로 나타났다. 직접 취업유발인원에 대한 간접 취업유발인원의 비율이 계속 증가하고 있는데 이는 외식업의 수요 증가가 타산업 취업유발에 미치는 영향이 점차 커져가고 있음을 의미한다. 따라서 외식산업을 통해 고용창출 효과를 높이기 위한 정부의 장·단기적 정책 방안 마련이 필요하다.

• 한국조리학회지
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• 제20권2호
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• pp.183-198
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• 2014

본 연구는 중국 현지화를 위해 다양한 떡볶이를 개발하여 해외 현지인들을 대상으로 마켓테스트 및 한식 소비자 기호도 조사를 함으로써 추후 떡볶이 프랜차이즈기업이 해외에 진출할 수 있는 유용한 정보를 제시하고자 하였다. 본 연구의 목적을 달성하기 위해 2012년 7월 16일부터 8월 20일까지 중국 북경, 일본 동경, 싱가폴 등 현지인을 대상으로 실시되었다. 수집된 자료는 SPSS for Windows Version 18.0을 이용하여 분석하였다. 연구성과 및 활용계획은 국가 이미지 제고 및 농축수산물 수출 파급효과, 한식의 해외 보급으로 문화컨텐츠를 수출하고 국내인력의 해외 보급 증대, 외식프랜차이즈 육성 및 고용창출, 농촌경제의 소득증대에 기여, 발효떡볶이의 프랜차이즈 사업을 통한 새로운 부가가치 창출, 발효떡볶이 개발을 통한 새로운 소비문화의 구축 및 소비촉진 확대, 산학 공동 기술개발 활성화 및 취업 연계이다. 따라서 특정한 한식을 세계화 하기 위해서는 제품에 대한 조직감, 맛, 구매의도 그리고 소스의 색 등 다양한 관점에서 현지 소비자들의 식생활을 파악하여 추진해야 할 것으로 판단된다.

• 한국엔터테인먼트산업학회논문지
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• 제14권3호
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• pp.211-227
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• 2020

본 연구의 목적은 인기 캐릭터 '펭수'의 성장기를 통해 주목할 만한 문화 현상을 형성 중인 EBS의 유튜브 채널 <자이언트 펭TV>의 스토리텔링 전략을 분석하고 트랜스미디어 스토리텔링으로의 이행 가능성을 검토하는 데 있다. 독보적인 캐릭터 '펭수'를 중심으로 한 <자이언트 펭TV>의 유관 텍스트들을 대상으로 비판적 담론분석(CDA)의 텍스트 및 담론 수행 차원의 분석을 위해 헨리 젠킨스의 트랜스미디어 스토리텔링의 7대 원칙 10요소에의 부합 여부를 검토한 결과, '다양성'을 제외한 모든 요소들을 비교적 만족스럽게 충족시키고 있음이 확인되었다. 특히 성공적인 트랜스미디어 스토리텔링으로 이행하기 위해필수적인 '확산성', '몰입성', '세계관 구축', '연속성', '탐구성', '사용자 참여성'의 주요 항목에서의 우수성이 두드러졌다. 또한 CDA의 사회문화적 수행 차원의 분석을 위해 관련 뉴스 키워드를 검토한 결과 전 연령층의 사용자들을 단기간에 매료시킨 <자이언트 펭TV>의 스토리텔링은 '사회 통합과 소통·공감', '권위 타파', '자존감과 합리적 개인주의', '성 중립성' 및 '생태주의 감수성'의 맥락에서 브랜딩 및 유통 극대화에 매우 유리한 연계성이 확인되었다. 본 연구의 시사점은 <자이언트 펭TV>의 트랜스미디어 스토리텔링으로서의 이행 가능성 및 스토리텔링 전략상의 강점을 학술적으로 검증했다는데 있다. 전 세대를 아우르며 장수하는 콘텐츠가 그리 많지 않은 국내에서 단비처럼 찾아온 <자이언트펭TV>가 건강한 브랜드 파워를 유지할 수 있도록 그 스토리텔링의 진화에 대한 다양한 논의와 고민을 이어갈 필요가 있다.

• 한국프랜차이즈경영연구
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• 제8권4호
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• pp.21-32
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• 2017

Purpose - In hotel business, how to build the relationship between leader and employees is very important, because it affects on the customer satisfaction. Thus, this research examines the effect of authentic leadership on job performance in the context of hotel industry and identifies mediating roles of organizational engagement, job satisfaction, and creativity in the relationship between authentic leadership and job performance. This study suggests the guidelines for how hotel companies should improve employee productivity and build a desirable organizational culture by presenting employee attitudes and behavioral models that explain the relationship between leaders and employees. Research design, data, and methodology - This study examines the structural relationship between authentic leadership, organizational engagement, job satisfaction, creativity, and job performance from the employee's perspective. Authentic leadership divide into four sub-dimensions such as self-awareness, balanced process of informations, internalized moral perspective, and relational transparency. In order to test the purposes of this study, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 114 franchise hotel employees and were analyzed using SPSS 21.0 and Smart PLS 3.0. program. Result - The results of this study are as follows. First, authentic leadership have significant impacts on organizational engagement and creativity, but does not have impact on job satisfaction directly. Second, organizational engagement have significant impacts on job satisfaction and job performance, but does not have impact on creativity directly. Third, job satisfaction has significant impact on creativity, but does not have impact on job performance. Fourth, creativity has significant impact on job performance. Conclusions - The findings of this study indicate that hotel leaders should properly implement the authentic leadership and consider how to build a corporate culture to improve an organizational and employee productivity through authentic leadership. Due to the nature of the hotel industry, which relies heavily on human resources, hotel companies must manage their employees with authenticity in order to increase organizational engagement, job satisfaction, and creativity that affect hotel and employee productivity. If hotel employees perceive their leader's authentic leadership, they show more organizational engagement that increases creativity and leads to job performance. Finally, hotel employees can propose creative ideas only if they will be satisfied with their jobs. Therefore, the leader should develop non-monetary or monetary reward system for the employees and, make an efforts to foster creativity of the employees.