• Journal of Community Nutrition
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• 제8권3호
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• pp.127-133
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• 2006

This study attempted to investigate and compare the level of needs and expected benefits of information technology(IT) applications in restaurant operation from managerial and employee levels. Self-competence levels, education and training needs, and the company IT application levels were evaluated. The respondents for the study were the staff of full-service, mid-scale restaurants owned by a firm. Among the respondents, 17.6% were in managerial level(managers) and 82.4% were in employee level(employees). The results of this study indicated that compared to employees, managers perceived more in-depth that IT is beneficial and is needed in restaurant operation. Both groups rated IT as very much needed and beneficial to restaurant operation. However, managers rated their own technological competence significantly higher than the employees did. Both groups expressed the desire for IT training and education although the managers' needs were stronger than the other group. The company's IT application level was assessed by the managers and employees at a slightly higher than average score on a 5-point scale, showing no difference between the groups. The study findings show that the respondents perceived the IT needs and benefits than the present IT application level of restaurants, which suggests more IT applications be adopted to the restaurant operations.

• 한국의류학회지
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• 제29권3_4호
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• pp.462-469
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• 2005

This study was inquiry into wearing condition and satisfaction of Saenghwal Hanbok uniform for Korean restaurant's employees. For this Purpose to be fulfilled survey was carried out to the managers and employees who are working in Korean traditional restaurants located in Seoul, and the reality of wearing Saenghwal Hanbok uniforms and the employees's satisfaction were considered. It taken into consideration when designing Hanbok uniforms for Korean traditional restaurants. The analysis was executed involving Simple Analysis, Correlation Analysis, Independent Samples T-test, Paired Comparison, ANOVA, and Duncun Test using SPSS. The report shows that buyers get two pieces style of skirt ($74\%$) and they are buying from Hanbok shops ($58\%$), or from uniform shops ($21\%$). It is almost impossible to see that employees' opinion is reflected in the uniform design since the decisions are made by either Senior manager or General Manager. Based on the result of this survey, followings should be taken into consideration when designing Hanbok uniforms for Korean traditional restaurants. Firstly, a design should reflect a sphere and a radiuses of action throughout a grasp of the type of restaurant, such as the type of sitting and whether there are stairs or not, and the type of service in charge, and so on. Secondly, considerations on the fabrics in terms of sweat absorption, tactility, weight and so on should be prioritized emphasizing a functional aspect. Thirdly, a sleeve should be narrower and shorter, and the skirt should be less wide and not crease easily. Lastly, a Geogori should be knot-button on with care in order not to be opened and a skirt should be zipped up.

• 한국조리학회지
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• 제23권5호
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• pp.92-100
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• 2017

The purpose of this study was to analyze the current status of 30 restaurants targeted for customized-visit consulting. For this process, experts visited restaurants and conducted consulting to improve the effectiveness of management for restaurants. A frequency analysis was used for general details, and a questionnaire survey was conducted to consult employees and customer groups. The analysis and consulting results were as follows: Firstly,menu need to be improved through restaurants' sanitary state and menu quality improvement. New menu should be developed through continuous training for restaurant operators, the relevant organizations, and cooking skill experts. Secondly, restaurants' cooking skill and knowledge should be secured by training of restaurant operators from the relevant organizations and experts to acquire cooking skills. In conclusion, restaurants' capability needs to be consolidated through persistent and cyclical process to maintain competitive menus and cooking skills. The results also showed that employee group's MOT, foods, menu, and facility education/training should be fortified. In order to reinvigorate the restaurant industry, marketers need to offer continuous education/training and consulting for employees to improve their satisfaction.

• 한국콘텐츠학회논문지
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• 제11권5호
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• pp.433-448
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• 2011

본 연구는 서울지역 소재 외국관광객을 전문 고객으로 서비스하는 한식당 종사원 250명을 대상으로 종사원의 서비스 교육이 서비스 지향성과 조직유효성에 미치는 영향을 알아봄으로써 고객에게 적절한 마케팅 경영전력을 수립하는데 목적을 갖고 실증분석 하였다. 분석결과 한식당 종사원의 서비스 교육이 서비스 지향성에 미치는 영향에서 유효성, 신뢰성, 확신성, 공감성이 긍정적인 영향을 미치고, 서비스지향성이 조직유효성에 미치는 영향에 있어 직무만족, 조직몰입에 대해 긍정적인 영향을 미치는 것으로 나타났다. 이는 종사원 교육의 유형성과 신뢰성, 확신성, 공감성이 중요한 고객중심적인 서비스 지향을 위한 행동과 태도를 높이는데 주요 기제임이 입증되었으며, 이러한 태도와 고객지향적인 행동이 뒷받침될 때 이는 결국 조직의 유효성을 높이는 생산성 향상으로 이어지게 됨을 시사한 것으로 볼 수 있다.

• 한국조리학회지
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• 제12권1호
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• pp.51-67
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• 2006

The purpose of this study is to examine the correlation between differentiation strategy of customer’s satisfaction and the effects on performance in family restaurants. Above all, looking into a device to take an internal competitive domination factor of family restaurants is the core purpose of this study. To achieve the purpose, a survey was conducted to 278 customers of family restaurants in Seoul. The result of this survey is as follows. First, the interior of family restaurants and responsibility of their employees had an effect on customer’s satisfaction. Secondly, menu/atmosphere satisfaction and employee’s appearance influenced quality performance of restaurants. In searching information on restaurants, reference group and visiting experience were highly recommended, leading to the importance of word of mouth.

• 한국식생활문화학회지
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• 제26권3호
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• pp.261-270
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• 2011

The purpose of this study was to investigate the relationship between 'family-work conflict/work-family conflict', job burnout, job satisfaction, and individual job performance in the employees at the restaurants in Daegu City. The sample of this study consisted of employees at the restaurants in Daegu City who visited the 2010 Daegu Food Tour Expo between October 7 and October 10. A total of 302 questionnaires were analyzed using statistical methods of factor analysis, reliability test, and covariance structural analysis. The research findings were as follows; firstly, work-family conflict was positively related to job burnout, secondly, job burnout was negatively related to job satisfaction and individual job performance and thirdly, job satisfaction was positively related to individual job performance. However, there was no relationship between family-work conflict and job burnout. The reason for rejection of the relationship between family-work conflict and job burnout was that family-related affairs were not important enough to affect job burnout among restaurant employees in Korea. This phenomenon happened differently in the US. Therefore, currently, restaurant managers in Daegu City should pay much attention to work-related affairs so as to mitigate job burnout as much as possible among their employees.

• 한국식품조리과학회지
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• 제31권5호
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• pp.635-641
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• 2015

This study considers the influence of the job satisfaction of employees at deluxe hotels and family restaurants on turnover intent, and seeks to analyze the moderating effects of company type (deluxe hotel and family restaurant) on the relationship between job dissatisfaction and turnover intent. Based on a total of 408 employees, this study reviewed the reliability and validity of the results obtained from empirical research using the Amos program. The hypothesized relationships in the model were tested simultaneously using structural equation modeling (SEM). The major findings are as follows. Job dissatisfaction was separated into five factors: the work itself, promotion, pay and benefits, supervision, and co-workers. The empirical results indicate that job dissatisfaction positively influences the turnover intent of employees. More specifically, the work itself (${\beta}=0.346$, p<0.001), and supervision (${\beta}=0.281$, p<0.001) significantly affects employees' turnover intent, whereas promotion, pay and benefits, and co-workers did not. Therefore, the turnover intent of employees at hotels and family restaurants decreased when they were motivated by strategies related to job dissatisfaction. In addition, the findings demonstrated that the company type moderated the effect of job dissatisfaction (e.g., co-worker) on turnover intent. Limitations and future research directions are also discussed.

• 한국식품조리과학회지
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• 제22권3호통권93호
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• pp.259-269
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• 2006

The purposes of this study were to measure the correlation between leadership style and job satisfaction in family restaurants, and to compare the effectiveness of two different styles of leadership: transformational and transactional. The questionnaire used in this study was designed to measure all variables in the research model, and was made two kinds for employees and for managers. It was distributed to 550 employees and 12 managers in 16 stores of 4 family restaurants, from September 10 to October 7, 2004. A total of 303 usable employees' questionnaires were received, giving a 55.0% response rate, and all of managers responded. Statistical data analysis was completed using SPSS Win(11.0) for the following analyses: descriptive, reliability, factor, ANOVA, correlation and cluster. The results were as follows. First, the most influential leader was the senior staff in most of the hierarchies that were studied. Second, transformational leadership had a positive correlation with job satisfaction for family restaurant employees, while transactional leadership had a negative correlation. Third, using cluster analysis, four leadership groups were identified: transformational(44%), transactional(29%), a combination of both styles(4%), and unidentifiable style(23%). Fourth the transformational leadership group produced e highest rates job satisfaction for family restaurant employees. The transactional leadership group produced the lowest job satisfaction. According to the results, the most reasonable leadership style in family restaurants is transformational leadership.

• 한국식생활문화학회지
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• 제35권1호
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• pp.55-64
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• 2020

This study on the importance and satisfaction of selection attributes for customers using Michelin restaurants. The survey was conducted on 309 respondents who had visited and used restaurants by classifying the Michelin restaurants into starred restaurants and Bib Gourmand restaurants. The data was collected and the frequency analysis, t-test verification, and IPA analysis were performed using the SPSS 25.0 statistical program. The results of the study examined the difference between the importance and satisfaction of the choice of starred restaurants. Overall, the importance was higher than satisfaction. The importance of hygiene and cleanliness was recognized by many customers that the expectation for the overall Starred restaurants was very high. Bib Gourmand, showed that the importance was higher than satisfaction. In terms of importance and satisfaction, the taste of food is the most important and the satisfaction is high. Comparing the IPA analysis of the attributes of 1) hygiene and cleanliness, food quality, convenience, and facade of food, 2) service professionalism and variety of menus, 3) food price, atmosphere and amount, and 4) the attitude and kindness of the employees were shown. This study has great significance in providing practical basic data for the management of domestic Michelin restaurants.

• 한국조리학회지
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• 제13권2호
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• pp.292-302
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• 2007

This is an empirical study on Korean traditional restaurant service providers and customers who get direct service from them. This study focuses on the service performance determiners; customer satisfaction, service quality, service providers' satisfaction and loyalty. In order to meet its purpose, we survey 1,000 customers who have visited Korean traditional restaurants. This survey uses the SERVPERF service quality measuring theory. The results are as follows: First, the service providers' satisfaction have an effect on service quality, so the supervisor of a Korean traditional restaurant should construct a HRM (Human Resources Management) system for increasing employees' satisfaction. Second, employees' loyalty is significant, but its effect is lower than their satisfaction. Third, service quality affects customers' satisfaction and loyalty significantly. Fourth, employees' satisfaction and loyalty considerably influences customers' satisfaction and loyalty. Consequently, restaurant managers put their effort into increasing employees' satisfaction, loyalty, and service quality.