• Culinary science and hospitality research
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• v.22 no.1
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• pp.78-86
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• 2016

This study is designed to investigate the impact of employee's awareness about corporate social responsibility on innovative behavior among frontline employees in the hotel industry. In addition, the present study seeks to demonstrate whether employees awareness about corporate social responsibility or innovative behavior varies according to gender, age, education level and employment type. In order to achieve the study goal, the data were obtained from frontline employees(Rooms division, F&B division) working in the 5-star hotels. And the data were analyzed by frequency analysis, factor analysis, reliability analysis, t-test, ANOVA and regression analysis were undertaken using SPSS(18.0). The results showed that gender, age and employment type were not significant factors to generate differences on awareness about corporate social responsibility. But the higher educated employee was likely to perceive the awareness about corporate social responsibility better. Employee's innovative behavior varied on all of gender, age, education level and employment type. In other words, employee who is male, in the older age group, in the higher educated level and the full-time position tends to do more innovative behavior. Implications based on the study results are also discussed.

• Culinary science and hospitality research
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• v.16 no.5
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• pp.64-78
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• 2010

This study aimed to investigate the effect of charismatic leadership and transactional leadership on organizational commitment among cuisine employees in hotel. It also examined the moderating effect of job satisfaction between leadership and organizational commitment. The findings might delineate very meaningful suggestions and implications to enhance organizational commitment for cuisine employees. The result showed that both of leadership styles had significantly positive effects on employees' organizational commitment. In particular, charismatic leadership had more powerful effect than transactional leadership did on organizational commitment. In addition, job satisfaction showed moderating effects between charismatic leadership and organizational commitment. This study concluded with discussion and implications for hotel managers and future research directions.

• The Journal of the Korea Contents Association
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• v.11 no.9
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• pp.485-495
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• 2011

This study aimed to explore the impacts of psychological capitals on the psychological ownerships and organizational commitments by employees in deluxe hotel located in Seoul. And also the mediating effects of psychological ownerships by employees on the relationships between psychological capitals and organizational commitments in hotel firms. The results of this study are, psychological capitals direct impacts on psychological ownerships and organizational commitments. And psychological ownerships influence mediating effects between psychological capitals and organizational commitments. The results of this study suggests that to build organizational behaviors management systems on emphasizing of the importance of psychological capitals and the importance of psychological ownerships by employees on intense competing environments in hotel industry for competitive advantages.

• The Journal of the Korea Contents Association
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• v.7 no.12
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• pp.209-217
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• 2007

This study was done to find out how social recognitions to affect hotel employees' self-confidence in their job and job satisfaction. For the purpose of the study, literatures on job satisfaction and occupational self-confidence were reviewed and empirical analysis were carried out with the hotel employees in Daejeon area. Through the study we found that hotel employees with family members who showed a positive attitude for the hoteliers showed higher degree of occupational confidence and job satisfaction for their job. The study also found that there was a significant relations between social recognitions and job satisfaction. In addition, the study showd that job confidence and job satisfaction were significantly correlated.

• The Korean Journal of Franchise Management
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• v.12 no.3
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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.

• Culinary science and hospitality research
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• v.17 no.4
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• pp.185-203
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• 2011

It's hard for hotel organizations to survive without adaptation to changing environment, and employees' positive attitude are required. The empirical objectives of the study include, firstly, to identify individual factors to influence hotel employees' attitude toward organizational change, secondly, to investigate the effects of the individual factors on their attitude toward organizational change mediated through trust in management Derived from existing literature, three underlying dimensions of the individual factors are given; (1) satisfaction with information, (2) freedom to express opinion, and (3) input from employees. An experimental design is applied to test four hypotheses that reflect the research questions. Five star hotels in Korea are targeted to be surveyed. A total of 156 faithful cases out of 300 cases are analyzed in this study. Descriptive statistics and multivariate analysis of variance, and SEM are utilized employing the SPSS and AMOS 7. Results of this study indicate that satisfaction with information, freedom to express opinion, and input from employees are significantly related to hotel employees' attitude toward change mediated through trust in management. At the same time, it shows that trust in management directly influences their attitude toward organizational change. In conclusion, the findings of the study contribute to hotel organizational development.

• Culinary science and hospitality research
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• v.16 no.1
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• pp.61-77
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• 2010

Hotel practitioners are searching for leadership typology to maximize employees' capabilities and consistency in their attitude. Also, they are increasingly interested in their employees' traits which constitute and influence their job attitude. This study sought to investigate the impact of servant leadership mediated through self-leadership on employees' job attitude. Focused on hotel restaurant employees, representing 15 hotels in Seoul Metropolitan Area, a survey was conducted and 272 respondents out of 297 were empirically analyzed. The collected data was analyzed with the SPSS 12.0 for Windows and AMOS software program. Structural equation modeling was conducted to test the hypotheses. The results suggested that servant leadership has a significant impact on self-leadership. Furthermore, self-leadership was found to have a significant impact on job satisfaction. However, direct influence of self-leadership on organizational commitment was not found. Finally, servant leadership was found to have a direct impact on job satisfaction. On the other hand, servant leadership positively influences on organizational commitment when mediated through self-leadership. In addition, this study provides practical implications for hotel restaurant professionals in linking servant leadership mediated through self-leadership to job attitude.

• Culinary science and hospitality research
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• v.23 no.8
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• pp.106-127
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• 2017

Most countries have their own culture that presents different types of behaviour. The employees' specific ways of working, according to each country, influence its organisation, thus cultural differences have become an essential issue in operating management. Therefore, this study explored how the different cultures based on Hofstede's paradigm interact within the specific Korean context. This study examined how cultural related HRM practices were enacted in the Korean hotel industry, how the frameworks of Hofstede's model impact the employee outcomes, including the concept of organisational justice. This study followed a quantitative approach which relied on a positivist paradigm to evaluate the different HRM practices at hotel workplaces with the view of employees. This study gathered a survey on 601 hotel employees in the deluxe sector. The analysis of quantitative data was undertaken using SPSS version 23.0 software and AMOS 23.0 to achieve the research aim for the study. This study contributes new findings to the research literature. The results of this study showed how Confucianism also plays a predominant role in understanding Korean culture, more than the Hofstede's original four dimensions of culture.

• 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.

• Culinary science and hospitality research
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• v.20 no.1
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• pp.1-17
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• 2014

Under the needs to study the predictors of the frontline employees' service-oriented organizational citizenship behaviors(OCBs) in the hotel industry, this study aimed to the influence of goal orientations on the OCBs. The two factors of performance goal and learning goal orientations were hypothesized to influence each dimension of OCBs(loyalty, service delivery, and participation). The data from 266 five star deluxe hotel employees were analyzed with descriptive statistics, multi-variate analysis of variance, and structural equation modeling conducted using SPSS 19.0 and AMOS 20.0. The results showed learning goal orientation positively influenced all dimensions of the OCBs while performance goal orientation positively influenced all dimensions except loyalty. These results suggest that hotel practitioners need to seek the applicants who are willingly oriented to specific goals at recruiting process. Furthermore, hotel organizations need to utilize the employees' goal approach to motivate their performances.