• 한국식품영양과학회지
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• 제28권4호
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• pp.942-947
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• 1999

This study was conducted to evaluate sanitary practices of employees in business & industry foodservice operations of Pusan and the Kyung Nam areas, and to suggest a guideline for an effective sanitation training program. The questionnaire was used in this study as a survey method. Questionnaire were administered to 246 employees. The results were as follows. 55.3% of employees have had regular(monthly) food sanitation education. The mean rating of food sanitary knowledge for all employees was 65.9/100. When the education level was higher and the age younger, the mean rating of was also higher. Among the ratio of correct answers for food sanitary knowledge areas, a equipment sanitation was the highest (80.5%), and time temperature was the lowest(45.3%). The mean rating of sanitary procedures for food storage was 4.80/5.00, pre preparation 4.04/5.00, personal hygiene 3.54/5.00, equipment sanitation 3.20/5.00, and food preparation 2.56/5.00. Employees regularly educated in food sanitation rated significantly higher for food preparation than those who were of irregulary educated. The higher mean rating group(over 66) for the food sanitary knowledge showed significantly higher rates in sanitary procedures(food preparation, equipment sanitation, and personal hygiene) than that of the lower group(below 65). The practice of personal hygiene was positively correlated (p<0.001) with sanitary concept and food preparation, among the food sanitary knowledge areas.

• 한국식생활문화학회지
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• 제23권5호
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• pp.572-581
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• 2008

The principal objective of this study was to determine how the internal marketing of the contract foodservice management company affects job satisfaction and organization immersion, as well as the influence of the satisfaction of internal customers (employees) has on job satisfaction and organization immersion, and the function as a preceding variable that improves service quality. T-test, ANOVA, and linear regression analysis was conducted to analyze the hypotheses of the study. The summary of study as per the result of this corroborative study is presented as follows: It was verified that internal marketing affects organizational immersion and the job satisfaction of employees, and job satisfaction plays a crucial role in organizational immersion. Moreover, it was also confirmed that the higher the internal marketing is, the higher the job satisfaction and organization immersion will be, thereby improving the service quality provided by employees. If enterprise regards employees as internal customers and constantly and efficiently conducts internal marketing activities such as internal communication, training, welfare, compensation, delegation of power, supporting the management, etc, the organizational immersion and job satisfaction of employees will be heightened, thereby enhancing loyalty and pride in the organization to provide services with better quality.

• 한국조리학회지
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• 제12권1호
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• pp.188-202
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• 2006

With large corporations entering into the foodservice market, competitions among those foodservice providers became intense, leading to differentiated quality services in terms of portioning out the meal, its portion and waiting time, not to mention food quality. The purpose of providing foodservice is to satisfy its customers, to secure optimum level of profits, and attain continuous quality improvement. To have such purpose attained, all other factors affecting the foodservice should be allowed to play a role. The intensity of the work performed by the employees should be maintained at a steady level and systematically controlled. 'Service First’ principles upholding that customer satisfaction comes from good service should be applied at all times; customer satisfaction comes from the satisfaction of the employees. Customer satisfaction through good service will contribute to an increase in revenue which we get by subtracting operating expenses from the total sales, as it will lead to concluding a long-term supply contract or renewing the existing contract. To keep the operating expenses to the minimum level, it is important to effectively perform the cost control. Since personnel expenses occupy a large portion of the operating expenses, it is imperative to effectively control the labor costs. For this reason, this study will present an effective program for disposition of men with a large organization being centered around, where the number of people served at the mess hall varies greatly depending on a day of the week and a mealtime of the day.

• 한국조리학회지
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• 제18권2호
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• pp.19-33
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• 2012

본 연구는 외식기업의 효율적인 인적자원관리를 위한 기초자료를 제공하기 위해 외식산업에 종사하는 서울지역 레스토랑 종업원을 대상으로 유머감각이 직무만족과 이직의도에 미치는 영향에 대해 실증적으로 분석하였다. 유머감각은 메타메시지 감수성, 유머의 선호도, 정서의 표현성, 유머에 의한 대처 요인으로 도출되었다. 연구결과는 다음과 같다. 첫째, 유머감각 요인 중 유머에 대한 선호도, 유머에 의한 대처, 메타메시지 감수성 순으로 직무만족에 정(+)의 영향을 미치는 것으로 나타났으며 정서의 표현성은 영향을 미치지 않는 것으로 나타났다. 둘째, 유머에 대한 선호도, 정서의 표현성순으로 이직의도에 부(-)의 영향을 미치는 것으로 나타났으며 메타메시지 감수성, 유머에 의한 대처는 영향을 미치지 않는 것으로 나타났다. 따라서 유머감각이 직무만족과 이직의도에 유의한 영향을 미친다는 연구결과를 토대로 유머감각에 대한 중요성을 인식하고 종업원 선발시 유머감각에 대한 평가가 고려되어야 할 것이다.

• 한국식품조리과학회지
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• 제25권5호
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• pp.575-585
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• 2009

This study was conducted to identify the job stress factors of school foodservice employees and to examine the relationship between job stress and turnover intention through path analysis. Data was collected using a survey of 432 school foodservice employees in elementary and secondary schools in Masan, Kyungsangnam-do. All of the participants were female, and 165(52.9%) were over the age of 45' Additionally, 310(99.4%) of the respondents were married, while 287(92.0%) had less than a high school level of education. Furthermore, 271(86.9%) of the respondents were cooks. Overall, 107(34.3%) of the respondents had worked in the food industry for less than $5{\sim}10$ years. In addition, 208 (66.7%) respondents answered that they had 'never' changed jobs. Among job characteristics that causes job stress, job posture was the primary stress factor, followed by heavy work load and job condition. Job stress was found to be significantly correlated with turnover intention. Additionally, job position was the only moderating variable that was found to be correlated with job characteristics and job stress. Finally, the moderating variables influencing the effects of job stress on turnover intention were identified as performance confidence, job career, and job position. The results of this study will be useful for future studies conducted to evaluate the development of job environments and performance to minimize turnover and job inefficiency as a result of job stress.

• 한국조리학회지
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• 제18권4호
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• pp.118-132
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• 2012

본 연구에서는 조직성과에 근간을 이루는 조직몰입에 영향을 미치는 변수로 심리적 자본을 제안하여 그 역할을 규명하고 심리적 자본과 조직몰입과의 관계에서 직무만족의 매개역할을 규명함으로써 조직몰입을 높이기 위한 구체적인 방안을 모색하고자 하였다. 그 결과를 바탕으로 높은 이직률과 신규 사원 채용에 어려움을 겪고 있는 외식기업에 새로운 인적자원관리 방안을 제시하고자 하였다. 설문조사는 2012년 2월 1일부터 2월 29일까지 29일간 실시하였으며, 서울시내 프랜차이즈 및 직영 형태의 기업형 외식업체의 식음료 부문과 조리 부문 종사원을 대상하였다. 자료의 처리는 SPSS 15.0과 AMOS 7.0 통계패키지를 사용하여 빈도분석, 탐색적 요인분석, 신뢰도분석, 확인요인분석, 경로분석, 상관관계분석, 매개효과 분석을 사용하였다. 그 결과 심리적 자본요인 중에서 희망과 탄력성, 낙천성이 직무만족에 긍정적인 영향을 미치며, 직무만족은 희망과 탄력성, 낙천성 사이에서 강한 매개 효과가 있는 것으로 나타났다.

• 한국조리학회지
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• 제17권2호
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• pp.18-34
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• 2011

본 연구는 학교 급식을 담당하는 영양(교)사와 조리종사원의 직무스트레스-직무소진-이직의도의 구조적 관계 비교분석을 위해 서울, 경기소재 180개 직영, 위탁 초 중 고동학교에 근무 중인 영양(교)사와 서울, 경기소재 50개 직영, 위탁 초 중 고등학교에 근무 중인 조리종사원을 대상으로 실시되었다. 영양(교)사와 조리종사원의 직무스트레스, 직무소진 및 이직의도의 구조모형을 비교 분석한 결과 직무요구와 보상부적절성이 비중이 가장 큰 요인임을 확인할 수 있다. 학교급식의 양적인 확대도 중요하지만 학교 급식에 종사하고 종사자의 스트레스요인을 낮춰 영양(교)사 조리종사원으로써 긍지와 만족감을 가지고 직무를 수행 할 수 있을 수 있도록 인식의 전환과 구체적인 방안이 마련되어야 할 것이다.

• 대한영양사협회학술지
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• 제13권3호
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• pp.228-239
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• 2007

The purpose of this study was to identify the variables of foodservice employees's job satisfaction. The questionnaires to measure job satisfaction were completed by 323 employees in the Gyunggi province. Foodservice employees' job satisfaction was evaluated by the modified Smith method(1969). All statistical data analyses were conducted using the Statistical Package for the Social Science(SPSS version 12.0). The study results were as follows; 1. The demographic data showed that 65.3% of respondents aged in 40~49 years old, 96% were married, 68.8% were high school graduates, 10.2% were college graduates and 93.5% were contracted employees. 2. Factors that influenced job satisfaction among employees varied significantly. Older workers tended to be more satisfied in their job. In addition, those who had graduated college showed the highest job satisfaction score(3.03). Subjects who had graduated university showed the lowest job satisfaction score(2.05). Subjects who had worked for 2-3 years showed the highest satisfaction scores concerning their relationships with coworkers(3.33), whereas those who had worked less than 2 years showed the lowest (3.14). Regarding school type, employees working in high schools had the highest job satisfaction scores, whereas those working in middle schools had the lowest. Satisfaction of leaving school time, ‘after 4 pm group’ had the highest score(3.01). 3. The correlation between salary satisfaction and job satisfaction was significant(r=0.307, p<0.001). In addition, the correlation between job satisfaction and work satisfaction was also significant(r=0.444, p<0.001). The correlation between job satisfaction and satisfaction about relations with coworkers was significant(r=0.118, p<0.01). The correlation between salary satisfaction and work satisfaction was significant(r=0.308, p<0.001). The correlation between salary satisfaction and satisfaction about relation with coworkers not significant, but it was negative(r=0.307, p<0.001). The correlation between work satisfaction and satisfaction about relations with coworkers significant(r=0.210, p<0.001). According to this study, job satisfaction and salary were positively related. This study provides foodservice managers useful information for design positions that will increase productivity. Future study is needed to determine the factors that will improve job satisfaction and satisfy the employees' needs, which in turn will improve school food service quality.

• 한국생활과학회지
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• 제18권5호
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• pp.1135-1145
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• 2009

This study was conducted to investigate the situation of internal facilities and sanitary management of elementary, middle, and high school foodservice in Chonbuk area. Self administered questionnaires were collected from 252 nutrition teachers and school dietitians. Statistical data analysis was completed using a SPSS 11.5 program. The results are summarized as follows: Approximately 99.2% of the subjects were women and those who were married accounted for 76.6%. Those in their 30s to 40s accounted for over 87%, those with more than 11 years experience accounted for 56.8%, and those 69.0% were regular nutrition teachers. Among the 280 school foodservice systems, 51.6% of the schools were located in urban areas and 48.0% in rural areas. About 68% of the schools prepared meals the conventional way and 32.3% prepared them the commissary way. The number of employees accounted for in the schools was 37.7% with 1 to 3 employees, 27.8% with 4 to 6 employees, and 25.4% with 7 to 9 employees. About 54% of schools have an expectance of school meal service for more than 11 years. However 67.5% of their facilities had not been remodeled since the implementation of the foodservice. As a result of the conditions of the school foodservice facilities, there were significant differences between elementary and middle & high schools; preparation room (p<0.01), toilet (p<0.01), and boiler room (p<0.01). About 62% of the nutrition teachers responded that they were dissatisfied with the situation of the facilities (e.g. size and materials of the kitchen, heating and cooling systems). The washing and disinfection methods in elementary, middle and high schools were very different, because they had no sanitizers and disinfectant guidelines. Therefore the governmental regulating agencies must review and approve of the plans prior to new construction or extensive remodeling of the school foodservice facilities. In addition, we suggest that it is necessary to provide practical sanitizers and disinfectant guidelines and other useful education.

• 한국조리학회지
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• 제16권3호
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• pp.161-173
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• 2010

외식산업은 서비스 산업의 특성상 생산과 소비가 동시에 이루어지고, 고객의 참여가 판매로 이뤄지기 때문에 고객 지향적이고 서비스 지향적이어야 한다. 그러나 외식업체의 효율적인 운영을 위한 인력관리정책으로 최소의 인원을 고용유지하고 점차적으로 증가되는 비정규직 종사원을 통한 양질의 서비스를 제공할 수 있는 포괄적인 인적자원관리 정책을 수행하는 것은 외식업체들이 직면하고 있는 문제이다. 따라서 종사원에 대한 새로운 인식의 전환과 차별화된 인적자원관리를 통한 질적 서비스 향상으로 경쟁력이 있는 외식업체가 되기 위해서는 종사원의 직무와 관련된 갈등 원인을 분석하고, 이에 따른 내부 마케팅이 갈등의 원인에 미치는 영향관계를 실증적으로 연구함으로써 외식업체의 인적자원 관리할 필요성이 제기된다는 문제 의식 아래 연구를 수행하게 되었다.