• 한국조리학회지
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• 제20권5호
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• pp.11-15
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• 2014

The current study investigated the interrelationship among job-training satisfaction, job satisfaction, and turnover intention in foodservice operations. The findings suggested that the more satisfied employees were with their job training the more likely they were to be satisfied on their job. Furthermore, improving employees' job satisfaction led to lower turnover intention. However, job-training satisfaction by itself did not prove to have a negative relationship with turnover intention. Implications of the findings and future research are discussed.

• Journal of Nutrition and Health
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• 제26권3호
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• pp.357-366
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• 1993

The purposes of this study were to investigate the operational affecting productivity in hospital foodservice, and to examine the relationships between operational factors affecting productivity. The 28 hospitals over 400 beds in Seoul were mailed questionnaires assessing the factors that affect productivity in hospital foodservice(23 hospitals responded). Data analyses included descriptive statistics. Pearson product moment correlation analysis, and stepwise multiple regression analysis. The result of Pearson product moment correlation analysis indicated that the percentage of patient meals was significantly correlated to the productivity (r=.5560, p<.01). Stepwise multiple regression analysis indicated that the percentage of patient meals and the average work hours of employees were significant predictors of the operational factors at productivity.

• 동아시아식생활학회지
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• 제16권6호
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• pp.763-771
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• 2006

This study was conducted to suggest effective alternatives for human resource management in the foodservice industry by investigating the influence of social exchange on employee empowerment and organizational efficiency, The findings derived from the study are as follows: First, the major components of social exchange, organizational support and the leader-member exchange (LMX), significantly influenced the components of employee empowerment such as signification and self-determination. Secondly, we found that signification and self-determination had a significant impact on the turnover intentions and organizational commitment of the employees, which in turn organizational efficiency. Thirdly, both the employees' turnover intentions and organizational commitment were significantly influenced by the organizational support and the leader-member exchange. These results suggest that it is necessary to have active communication between organizational leaders and members to improve employee empowerment. In other words, employees should acknowledge the meaning and importance of their tasks and support at the organizational level should be provided to ensure employee empowerment.

• 동아시아식생활학회지
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• 제18권5호
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• pp.841-848
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• 2008

This study attempted to find more efficient ways of managing human resources through the effect of service quality and affect response on job satisfaction of the employee in the food service industry. Quality of service to the customer has an effect on the response of the employee. Therefore providing a high quality of service quality to. the customer is an important factor that contributes to a positive work environment for employees in the food service industry. For this study, research data was collected from employees of various restaurants. Among a total of 170 collected questionnaires, 20 incomplete samples were eliminated and consequently a final 150 completed questionnaires were provided. The SPSS/win 12.0 was used for statistical analysis: frequency analysis, factor analysis, reliability analysis and regression analysis. It is recommended that the food service industry should provide a positive work atmosphere which is satisfactory to the employee based on the needs of the employee. This study indicated that the quality of service quality affected the response and job satisfaction of employees in the food service industry.

• 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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• 제26권3호
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• pp.252-262
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• 2010

This study was conducted to evaluate the sanitary performance and education of elementary and middle school food service employees, by administering questionnaires to 358 elementary school food service employees and 171 middle school food service employees in Seoul. The collected data were subjected to descriptive analysis and $X^2$ tests using the SPSS package program. On the questionnaire, items pertaining to personal hygiene, ingredient control, process control, safety management, and sanitation education were used to measure sanitary performance, with a maximum possible rating of 5 per each category. The results can be summarized as follows. Elementary school food service employees' had the following sanitary performances scores: personal hygiene(4.75), ingredient control(4.82), process control(4.73), safety management(4.69) and sanitation education(4.29). Middle school food service employees' had the following performance ratings: personal hygiene(4.62), ingredient control(4.71), process control(4.71), safety management(4.61) and sanitation education(4.05). In the elementary school employees, 59.8% received regular sanitation education once per month, while 67.3% of middle school employees received regular sanitation education more than once per month. At the elementary schools, food service sanitation education was conducted verbally(39.4%), while middle school sanitation education was principally carried out through the distribution of leaflets(41.5%). The average effectiveness scores for food service verbal education were 2.97 out of a possible 5 at the elementary schools and 2.94 out of 5 at the middle schools. In both elementary and middle schools, the majority of the employees attributed the low level of sanitation knowledge in food service to a lack of facilities and equipment.

• 한국생활과학회지
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• 제20권3호
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• pp.651-663
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• 2011

The purpose of this study was to provide basic data and information for the improvement of school foodservice and efficient management of cooks by surveying the working conditions and the job satisfaction of cooks at schools located in Chungbuk province. The questionnaires of 311 cooks were available for this study. 26.3% of respondents worked at elementary schools, 34.2% of respondents worked at middle schools, and 39.5% of respondents worked at high schools. 72.3% of them were in their forties, 24.4% worked during five to seven years, and 63.0% had qualification certificates. Their job satisfaction was examined from ten dimensions. Respondents were not satisfied with the wage system and working environment which scored 2 points out of 5 points(not satisfied). They gave 1 point out of 5 points to the promotion dimension(not satisfied at all) while organizational committment area received relatively high points. The overall job satisfaction level was 3.06 points. The evaluation of the factors that made their job unsatisfactory were evaluated and the bonus system, treatment system and the wage system were 3.80 points, 3.69 points, and 3.62 points, respectively. In order to improve the job satisfaction of school foodservice employees, a change of the wage system and welfare system are needed.

• 한국식생활문화학회지
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• 제33권1호
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• pp.26-35
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• 2018

This study conducted an empirical analysis of the effects of job characteristics on work-family conflict relation and quality of life, as well as moderating effects in accordance with operation type, by targeting 245 dietitian/cooks working for contract foodservice companies. The results of this study are as follows. First, the autonomy and feedback had negative (-) effects on work-family conflict while functional diversity had positive (+) effects on work-family conflict. Job identity and job importance had no relation with work-family conflict. Second, work-family conflict had negative (-) effects on job satisfaction, work-family relation, job support, general happiness, and job environment while having positive (+) effects on job stress. Third, in all paths except for the path with effects of work-family conflict on job stress, there were no differences between the group of shops operating 365 days and the group of shops operating 5 days a week. It would be helpful to the effective operation of human resources by emphasizing the necessity of differentiated management for companies with shops operating 365 days and shops operating 5 days a week, as well as managing employees' job characteristic factors, work-family conflict, and even quality of life.

• 대한지역사회영양학회지
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• 제14권1호
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• pp.114-122
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• 2009

The purpose of this study was to identify the factors of university residence hall foodservice quality which has correlations with subjective QOL (quality of life) of target customers. A total of 176 questionnaires from students of 4 universities in Daegu, Gyeongbuk area were used for the analysis. The male students using residence hall foodservices were highly satisfied with 'clean appearances of employees' ($4.86{\pm}1.25$) and 'clean facilities' ($4.79{\pm}1.26$), while the degree of satisfaction with 'convenient facilities' ($4.50{\pm}1.20$) showed the highest score with female students. Ranking analysis using Spearman's ${\rho}$ revealed that there were significant correlations between students' satisfactions with the dimensions of 'foods and kindness of employees', 'hygiene', 'nutrition', and 'convenience' and their QOL, even though physical QOL of female students showed no significant correlation with satisfaction towards residence hall foodservices. As a conclusion, there should be efforts to improve the QOL of target customers through foodservice quality management.

• 한국식생활문화학회지
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• 제23권2호
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• pp.163-171
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• 2008

The purpose of this study was to measure employee ‘awareness’ and ‘practice’ of business ethics in the foodservice industry, and to determine possible correlations between these two variables. Self administrated questionnaires were completed by 1003 employees and data were analysed to ascertain frequency, factor, reliability, correlation and canonical correlation. Two factors were obtained from factor analysis of business ethics(BE) awareness; “Organizational awareness”, and “Individual awareness”. Similarly, two factors were also obtained for business ethics practice; “Systematic practice”, and “Compensatory practice”. Canonical correlation analysis produced two significant functions. For canonical function 1, it was found that organizational awareness of BE was positively correlated with systematic practice. For canonical function 2, it was found that individual awareness of BE was negatively correlated with the compensatory practices of BE. The findings of this study demonstrate that higher organizational awareness of business ethics in the foodservice industry led to higher systematic practices of BE, while higher individual awareness of BE led to lower compensatory practices of BE. In conclusion, higher organizational awareness of BE places a higher priority on building an external system from an institutional perspective, while higher employees awareness of BE leads to higher expectation from the company, resulting in relatively low compensatory practices.