• Culinary science and hospitality research
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• v.18 no.2
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• pp.64-81
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• 2012

The purpose of this study is to analyze impact on organizational commitment and job satisfaction of deluxe hotel employees according to their perceptions of supervisor's transformational leadership styles. It also were verified moderating effects based on career and gender in terms of causal relationship. Based on 301 reserved samples for empirical study, reliability and suitability were reviewed, and total 5 hypotheses were verified by structural equation models. The results were shown that charisma and motivation has significant effect on organizational commitment, which was influenced significantly on job satisfaction. Through these findings, among supervisor's transformational leaderships perceiving by employees, charisma and motivation were shown to give encourage employees to have them a positive attitude toward organizational commitment. Based on the analysis of the moderating effects of career and gender, the effects of transformational leadership on organizational commitment and job satisfaction is as follows. Moderating effects based on career do exist, while moderating effects based on gender do not exist.

• Korean Journal of Community Nutrition
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• v.23 no.1
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• pp.28-37
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• 2018

Objectives: This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems. Methods: Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis. Results: The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p<0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p<0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p<0.05). Conclusions: The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.

• Korean Journal of Community Nutrition
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• v.20 no.1
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• pp.53-60
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• 2015

Objectives: The purpose of this study is to provide the basic data for efficient operation and management of the military foodservice by analyzing the satisfaction of the quality of the foodservice and the perception of the military foodservice which are provided according to the ranks of the soldiers. Methods: A total of 252 military personnel (48 Private, 87 Private first class, 74 Corporal and 43 Sergeant) participated in Gyeonggi area from November 1 to 30, 2013, and data were analyzed by the SPSS Win (ver 18.0). Results: The perception with foodservice, variety of menu (p < 0.001), importance (p < 0.01), problem (p < 0.05) and leftover reason (p < 0.05) significantly differed by the rank of the soldiers. With regard to the satisfaction with food, there were significant difference by rank for all items (p < 0.01). Satisfaction with facilities did not indicate significant differences by rank. Satisfaction with sanitation indicated significant difference by rank in the categories of table ware (p < 0.05), process of distribution (p < 0.05), employee's uniform (p < 0.001) and drinking water (p < 0.05). Satisfaction with service indicated significant difference by rank with regard to kindness of employees (p < 0.01), providing information on foodservice (p < 0.05) and fast distribution (p < 0.01). Conclusions: In order to improve the satisfaction of all ranks, there is a need to offer a variety of nutritionally balanced menu and a proper amount of food provided through the voluntary food distribution services. The results also suggested the need to find a sustainable foodservice management plan to carry out satisfaction surveys regularly in the military foodservice.

• Journal of the Korean Dietetic Association
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• v.9 no.3
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• pp.209-218
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• 2003

The purpose of this study was to identify obstacles by surveying dieticians' perception in implementing Generic HACCP Plan for school foodservice operations from 2001. The survey was conducted in five areas; Seoul, Kyoung-gi Province, In-cheon, Kwang-ju and Dae-jeon. Five hundred and sixty questionnaire were sent by the e-mail address and the local school dietician's Community Board on the internet, 263 were returned. Two hundred and forty were returned by E-mail, return rate was 42.86%. Twenty three were received by the local school dietician's Community Board on the internet. The obstacles were grouped of six fields and indicated thirteen factors in implementation of the Generic HACCP Plan for school foodservice. The six fields were 'status of cooperation within HACCP team', 'cooperation with the external people' such as teachers, food suppliers, student's parents, 'understanding HACCP system of the dieticians', 'hygiene facilities', 'training & educating employees', and 'difficulty of monitoring'. To assess the factor as a obstacle we used Likert's scale; 5-agree strongly, 4-agree, 3-medial, 2-don't agree, 1-don't agree strongly. Results of this study are as follows; 1) The scores of thirteen factors indicated as obstacles were over 3(medial) except ‘lack of dietician's understanding about HACCP System(2.86$\pm$0.97)'. Also only about 63% dieticians recognized that as an obstacle factor. 2) ‘Deficiency of hygiene facilities(4.41$\pm$0.76), ‘lack of teachers' cooperation(4.23$\pm$0.77)', ‘inadequacy of the kitchen lay-out(4.19$\pm$0.95)' and ‘lack of training and educating program for employees(3.97$\pm$0.85)' scored most highly. Results from this study show that financial resources and educating system are very important to settle down HACCP system for School Foodservices successfully.

• Korean Journal of Community Nutrition
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• v.4 no.3
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• pp.466-478
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• 1999

A significant gap can exist between what customers expect in foodservice and what service providers deliver to customers. Reducing the gap and enhancing service quality plays a key role in increasing customer satisfaction and repurchase intentions. The purpose of this study was to investigate the personal and operational characteristics that affect the customer perceptions of service quality, to analyze the overall satisfaction and repurchase intention of customers, and to study the service quality gap between customer and foodservice provides. 427 customers and 278 foodservice providers in 82 fast food and family restaurants were surveyed. T-test, ANOVA, Correlation Analysis, and Multiple Regression were used for statistical analysis, The results of this study were as follows: 1) Among the personal characteristics of customers, sex affected the preception of 'General Management' and 'Reputation', and the expense per person showed a correlation with service quality. 2) Among the operational characteristics, the type of restaurant, months since opening, and the number of seats had a significant impact on service quality, while the seat turnover rate showed a negative correlation with service quality. 3) Among the human resource characteristics, the proportion of part-time employees had a negative correlation with service quality, and in general, the training program for full-time employees led to a higher degree of customer perception of service quality. 4) Six dimensions of service quality accounted for 38.39% of customer satisfaction in Multiple Regression. 5) The overall satisfaction of customers willing to repurchase was significantly higher than that of the non-repurchase customers. 6) The operational characteristics explained over 35% for the service quality gap among the customers and the service providers in Multiple Regression.

• Journal of Nutrition and Health
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• v.40 no.3
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• pp.281-287
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• 2007

The purpose of this study was to measure patients satisfaction and expectation with hospital foodservices, and thereby identify areas for improvement and provide basic data for the introduction of total quality management with hospital foodservices. This survey was carried out on 383 hospitalized patients of 7 hospitals in Deagu, Busan, Changwon with 350 beds to determine the quality satisfaction with foodservices. The subjects were 50.5% male and 49.5% female. 62.6% of the subjects were over 40 age, 31.4% were only educated to middle school or below, 28.3% were hospitalized for 7-14 days. The mean score for taste of diet was 2.79, temperature 3.23, appearances 2.96. Most subjects agreed with following foodservice characteristics that meals of movement (4.03), dress of employees (3.84), kindness of employees and meals arrived exactly the same time every day (3.47) and cleanliness of foods (3.34) and dishes (3.33). The unsatisfied quality attributies were information provide (2.82), variety of the meals (2.91), mixing of meals (2.95), the opportunity to meet with a dietitian (2.97) and prompt dealings with meal complaints (3.01). Most subjects expectation that the decrease the multiple of menus, increase provide of fruits in hospital meals and selective menus in hospital foodservices operations. In conclusion, it would seem to be desirable that hospital foodservices departments introduce selective menus, quality assurance, and increase the meal rounding of dietitians in the patient foodservice.

• Korean journal of food and cookery science
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• v.25 no.6
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• pp.677-689
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• 2009

The purpose of this study was to evaluate food safety practices and knowledge of foodservice workers at senior welfare centers. A self-administrated questionnaire was administered to 1200 foodservice workers at senior welfare centers in Seoul, Incheon and Gyeonggi province. Two hundred five responses were returned, with 181 usable for analysis. Statistical analyses were conducted using SPSS for Windows(ver.14.0). Volunteers of respondents comprised 64.1% while chefs and employees comprised 20.9%. Food safety practices were assessed using a 5-point scale(1: strongly disagree - 5: strongly agree), and the average score of food safety practices was 4.27. For specific practices, 'personal hygiene (4.46)' scored the highest, followed by 'cleaning and sanitizing(4.43)', 'separate handing(4.40)', 'cooking process(4.11)', and 'receiving and storing(4.05)'. There were significant differences in the practice average score by age(p<0.01) and experience of food safety education(p<0.01). The total score for food safety knowledge was 14.43 out of 20 points. In the category of food knowledge, 'equipment and facility(80.5%)' had the highest correct answer rate, followed by 'personnel hygiene(75.9%)', 'cooking process(70.4%)', and 'cleaning sanitizing(65.8%)'. There were significant differences in the knowledge total score by job type(p<0.05), age(p<0.05), working experience(p<0.05), chef certification (p<0.01), and frequency of food safety education(p<0.01). The knowledge and practice scores were significantly correlated(p<0.01). This study suggests that food safety education for foodservice workers should be conducted continuously and repetitively, and the development of proper education materials is needed to improve the effectiveness of food safety education for chefs, employees and volunteers at senior welfare centers.

• Journal of the East Asian Society of Dietary Life
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• v.12 no.6
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• pp.536-546
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• 2002

The purpose of this study was to determine the degree of job satisfaction of school food service employees in the Daegu and Kyoungbuk area and to compare their job satisfaction among 3 types of school foodservice systems. Questionnaires were mailed to 49 elementary schools and collected from 49 dieticians and 201 employees. The survey form was developed by analyzing the Job Descriptive Index(JDI) with the five facets of a job: the work itself, promotion pay, supervision and colleagues. Statistical analysis used in this study were fi:equency, mean, $\chi$$^2$-test, t-test and one-way ANOVA. The average JDI scores for dieticians and foodservice employees were 127.31 $\pm$ 24.51 and 136.78 $\pm$ 19.18, respectively. The foodservice workers surveyed in this study were found to be more satisfied with the work itself, the supervision and the colleagues than with the pay and the promotion. While dieticians were more satisfied with the promotion and salary, foodservice employees were more satisfied with work salary, and colleagues. The foodservice worker's demographic variables including age, education, work experience, school type and job type were significantly related to the level of job satisfaction.

• Journal of the Korean Society of Food Science and Nutrition
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• v.44 no.12
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• pp.1881-1894
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• 2015

The objective of this study was to provide information on difficulty of performing tasks, degree of task satisfaction, job satisfaction, organizational commitment, and turnover intention as well as investigate correlations among these factors. Data were collected on employees working at Centers for Children's Foodservice Management, which had been operating for over 6 months until December 2013. The recruitment period was from December 16, 2013 to January 30, 2014. A total of 228 employees (79.7%) participated in the study, and 227 completed questionnaires were analyzed. Statistical analyses were performed on the data utilizing the SPSS V20.0 and AMOS V21.0 programs. The main results of this study were as follows: task satisfaction of employees in charge of 'visiting-teaching' for children was highest (4.24 points), whereas that of employees in charge of financial management was lowest (2.92 points). In terms of evaluation of job satisfaction factors, the score of 'co-worker' was highest (3.99 points) while that of 'payment' was lowest (2.45 points). Average scores of general job satisfaction, organizational commitment, and turnover intention were 3.56 points, 3.54 points, and 3.07 points, respectively. Job achievement was the most significant influencing factor on general job satisfaction, organizational commitment, and turnover intention. According to the path analysis results, the degree of task satisfaction affected job satisfaction. Organizational commitment had a more significant effect on turnover intention than job satisfaction and mediate both job satisfaction and turnover intention. Although employees of CCFSMs endeavor to improve the quality of child-care facility foodservice, some facilities do not. Controlling turnover intention of employees is especially critical for CCFSMs since it is important for each employees to form strong bonds with child-care facilities as well as to shorten the time required to train new employees. Thus, job satisfaction, which is related to organizational commitment and turnover intention, can be improved by considering poorly scored job satisfaction factors such as wage or workload.

• Culinary science and hospitality research
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• v.22 no.6
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• pp.132-144
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• 2016

This study reviewed previous researches about the competence selection of foodservice firms, and shows firm's performance model through the results. The study classified factors according to core competence, differentiation strategy, and management performance. Out of 400 survey responses from by the firm's executive and employees who had worked for over three years at the headquarters (sales, financial, marketing/plan, R & D, etc.), a total of 302 questionnaires were used for the final analysis due to missing values and biased responses (response rate: 75.5%). As the results of analyzing final research model of this study, it appeared that ${\chi}^2(df=170)=384.88$, ${\chi}^2/df=2.26$, GFI=0.90, NFI=0.92, CFI=0.95, RMSEA=0.07. The results indicated that the CEO leadership, organizational culture, and human resource competencies are a driving force in all aspects of competitive advantage differentiation strategies. In addition, the R & D innovation, service, and marketing differentiation strategies are positively related to performance. The results validate the fact that foodservice firms could reinforce strategic decisions through a variety core competencies and achieve continuous performance through competitive strategies.