• 동아시아식생활학회지
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• 제17권2호
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• pp.258-265
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• 2007

The aim of this study was to analyze conflicting factors between Korean and Chinese Kitchen staff within the Chinese restaurants if hotels, and formulate a plan for resolving problems. A closed-end questionnaire was used for survey, which was conducted between 30 April 2005 and 4 June 2005. The survey was conducted among Koran and Chinese (China/Taiwan) cooking staff at Chinese restaurants within 5 star hotels located in Seoul, Korea. 231 questionnaires were distributed to the staff members, and the data collected and analyzed Form the results, Chinese staffs that have more cooking experience were found to be in higher positions and receive higher salaries. In addition, compared to Korean staff, the Chinese staff had fewer problems with conflicts from personnel adminstration, personnel adminstration, personal/psychological areas, benefits/rewards and relationship with their outlet manager. Conversely, Korean staff experience more disagreements in each conflict factor area than Chinese staff, implying there is a divergence between Korean and Chinese staff.

• 한국조리학회지
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• 제11권1호
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• pp.105-118
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• 2005

The research is on the satisfaction of the students in culinary academy education which provides basic information about the operation of an efficient private culinary school, training qualified cooks. In this research, it is found that four factors which influenced on satisfaction about private culinary schools: service, environment, operation, advertisement. Students choose private culinary schools considering educational contents, sincerity and kindness of staffs, location and tuition fees. This kind of studies should go on for the private culinary academy to have efficient education environment and for educators and staff members in the private culinary academy to feel pride as an educator who takes charge in social education.

• 한국조리학회지
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• 제17권2호
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• pp.111-125
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• 2011

본 연구는 특급호텔 조리사의 소진이 직무만족도와 이직의도에 미치는 영향을 고찰하고, 이러한 인과관계에서 조리사의 경력과 성별에 따른 조절효과를 검증하고자 하였다. 실증연구를 위해 확보된 309개의 표본을 바탕으로 연구모형의 신뢰성, 적합성 등을 검토하였고, 구조방정식 모형을 사용하여 총 4개의 가설을 검증하였으며, 모형의 적합도는 $X^2$=391.832(p<0.001), df=238, CMIN/DF=1.646, GFI=0.905, AGFI=0.880, NFI=0.936, CFI=0.974, RMSEA=0.046으로 조사되었다. 연구결과 특급호텔 조리사의 소진의 하위 차원 중 무효능감이 직무만족도에 유의한 영향(p<0.001)을 주는 것으로 조사되었으며, 직무만족도는 이직의도에 유의한 영향(p<0.001)을 주는 것으로 나타났다. 이를 통해 호텔 조리사가 인지하는 소진은 직무만족도에 부정적인 영향을 미치며 결과적으로 이직의도에 부정적인 태도를 형성하게 된다는 것을 확인 할 수 있었다. 한편 조리사의 소진이 직무만족도 및 이직의도에 미치는 영향에 있어서 경력과 성별에 따른 조절효과를 분석한 결과 성별에 따른 조절효과는 존재하지 않는 것으로 나타났으나 경력에 따른 조절효과는 존재하는 것으로 조사되었다.

• 한국관광식음료학회지:관광식음료경영연구
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• 제15권1호
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• pp.137-158
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• 2004

This study was carried out to analyze the actual situation of placement and to suggest concrete contents for the improved placement. Through literature reviews and empirical analysis, the followings are to be concluded. Firstly, the necessity of the placement are fully perceived by students and people working at culinary part in hotels. Both sides acknowledge that the placement is needed for the. better understanding of operations related to culinary art in a hotel. However, on the efficiency of the placement there is a big disagreement between them. Most of students participating placement programme have had a tendency to work with culinary staff without concrete training manuals and programmes. In addition, it was found that being exposed to different F&B outlets and kitchens is useful to get a variety of operational experiences. Secondly, as shown from the questionnaire regarding the importance of place, all the students who were asked marked more than 3.0 on the Likert Scale. Especially to the questions such as kitchen organization, job descriptions, safety and hygiene, seasonings, taste, vegetables and fruits, the average was above 3.6 which si the highest. As for the kitchen staff, the average was above 3.0, which imply that they also consider a placement important. The part showing the highest average were food safety and hygiene, dealing with kitchen equipments, appliances and knives. In conclusion, appropriate and concrete placement manuals are to be provided for students and hosting hotels in order to obtain educational accomplishments when implementing placement programme.

• 한국조리학회지
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• 제23권5호
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• pp.187-198
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• 2017

The purpose of the study was to investigate the relationships among leadership, organizational commitment and management performance of restaurant workers from the Busan Haeundae area. Normally, each leadership type(transactional leadership, transformational leadership, servant leadership) effected organizational commitment and management result. For the field test and verification, 200 staffs of the Haeundae restaurant participated in the survey from April 1st to May 30th, 2017. The research result was summarized as follows. First, all leadership types(transformational leadership, transformational leadership, servant leadership) of Haeundae restaurant staffs had a positive impact on affective involvement. Second, transformational leadership and transactional leadership of restaurant staffs had a positive influence on continuous commitment. Lastly, continuous commitment of restaurant staffs in Haeundae affected management result. In conclusion, precedent study explained only hotel investigation.

• 한국조리학회지
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• 제22권4호
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• pp.170-180
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• 2016

본 연구는 2016년 1월 2일부터 2월 2일에 이르는 약 4주일 정도의 조사기간을 두어 실시하였다. 자료 수집은 서울 시내 특급호텔 6군데 호텔 조리종사원에게 연구목적과 설문내용을 충분히 설명한 후, 호텔관리 책임자의 책임 하에 자기기입식으로 응답하게 하였다. 첫째, 호텔 종사원 개인역량으로 긍정적인 영향을 미치는지 규명했다. 분석 결과, 호텔 종사원 개인역량은 B=0.657(p<.001)로 조직성과에 유의적인 정(+)의 영향력이 있었다. 둘째, 호텔 종사원 개인역량이 상사신뢰를 조절효과를 활용하여 상사신뢰가 조직성과에 영향을 설명한 것은 분석 결과, 설명력의 증가는 49.4%이고, 이에 대한 F=96.219(p<0.001) 조절효과는 유의적으로 나왔다. 유의적인 부(-)의 영향력으로 강한 조절효과를 나타냈다. 상사신뢰가 낮을수록 호텔종사자의 개인역량도 낮아지는 것으로 나타났다.

• 한국조리학회지
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• 제24권3호
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• pp.133-143
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• 2018

The purposes of this study was to investigate how interpersonal relationship stress had the impact on job attitude and turnover intention. To perform this study, total 420 questionnaire were distributed to regular hotel employees from October 16th to November 26th in 2017. Unworkable data were excluded, and final 344 usable responses were obtained for an empirical analysis. Frequency analysis, exploratory factor analysis, reliability analysis, correlation analysis and regression analysis were measured by using SPSS 18.0, respectively. For the study structure, interpersonal relationship stress primarily concentrated on the boss/staff/colleague/customer stress. Job attitude was divided into organization commitment and job satisfaction. Transfer intention was a single factor. The results of this study were shown as follows: Hypothesis 1, boss/customer stress have a negative effect on organization commitment and boss/colleague/customer stress have a negative effect on job satisfaction. Hypothesis 2, boss/customer stress have a positive effect on transfer intention. Hypothesis 3, tissue commitment have a negative effect on transfer intention. This results of this study have shown that stress management of employee is a source of management result in hotel business. This study have given to the hotel's human resource management and internal marketing for the practical implication and academical use.

• 한국조리학회지
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• 제9권4호
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• pp.136-151
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• 2003

The summarized analysis result of this research is as follows. First, regarding the difference of preceding variable and dependent variable, statistically considerable difference did not appear between self determination and personal relations in educational background and between groups of self determination in hotel type, and statistically considerable difference appeared among other groups. Second, regression analysis result between empowerment and job satisfaction turned out that statistically considerable influence is exerted in the order of personal relations ability, influence power, role performance ability and self-decision nature. Third, regression analysis result between empowerment and job devotion turned out that statistically considerable influence is exerted in the order of personal relations ability, role performance ability and influence power. Fourth, regression analysis result between empowerment and organization devotion turned out that statistically considerable result is exerted in the order of influence power and personal relations ability. Fifth, it turned out that statistically relative high correlation existed among correlation of empowerment and result variable such as job satisfaction, job devotion and organization devotion. The above-mentioned matters considered, this research proposes following points. This research examines the effect of empowerment on job satisfaction and organizational commitment of culinary staff in the hotel. the effect of the variable of empowerment on result variable shows that role performance ability, influence power and personal relations ability are important variables. Therefore, to improve the role performance ability of members of kitchen, it is essential for each individual to improve their ability and to have confidence at the time of business performance. So, this research implies that consistent and systematic training is necessary for increasing the ability and confidence. In order to improve influence power, it is necessary for members of an organization to have strong faith that their jobs determine the success of the company, and to increase the sense of self-control by letting them have the right of self determination, so that all members may have strong desire to transact business. This research implies that in order to improve personal relations ability, it is necessary for members of an organization to discover the best method of decision-making and solve problems through members' developing mutual action, and for managers to take personal characteristics into account so that members may have belief and confidence in their job and realize the value of their job. In conclusion, the person in charge of personnel affairs and the manager in charge of kitchen need to realize the importance of empowerment and especially have an much interest in all parts including self determination, influence power and role performance ability and personal relations ability etc.

• 한국조리학회지
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• 제15권2호
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• pp.205-218
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• 2009

본 연구의 목적은 서비스를 지향하는 호텔에서 식음료 부서의 서비스 품질이 조직 가치에 어떠한 영향을 미치는지, 조직 가치는 업무 성과에 어떠한 영향을 미치는지, 서비스 품질과 조직 가치 및 업무 성과 간에는 어떠한 인과관계가 있는지를 분석하여 서비스 개선을 통한 영업활성화에 보탬이 되고자 한다. 조사 대상과 기간은 서울시내 특1급 호텔 레스토랑에서 근무하고 있는 정직원으로 2009년 1월 10일부터 2009년 1월 22일까지 조사를 하였다. 수집된 자료는 SPSS 12.0 통계 프로그램을 이용하여 빈도분석, 신뢰도분석, 요인분석, 다중회귀분석, 경로분석을 실시하였다. 연구의 결과는 첫째, 호텔 식음료 부서의 서비스 품질은 조직 가치에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 조직 가치는 업무 성과에 정(+)의 영향을 미치는 것으로 나타났다. 서비스 품질은 업무 성과에 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 서비스 품질과 조직 가치 및 업무 성과 간의 인과관계에서는 서비스 품질이 업무 성과에 직접적으로 영향을 미치며, 간접적으로 서비스 품질이 조직 가치를 통하여 업무 성과에 영향을 미치는 것으로 나타났다. 이러한 결과를 통해 호텔 경영자와 식음료 부서의 관리자 및 종사원은 서비스 품질의 중요성을 인식하고 업무를 수행하여야 하겠다.

• 한국조리학회지
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• 제21권2호
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• pp.60-74
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• 2015

본 연구는 호텔기업의 조리종사원에 대한 내부마케팅이 직무만족과 조직몰입에 미치는 인과관계를 규명하여 호텔기업 경영자들에게 조리종사원 인적자원관리에 도움이 되는 시사점을 제공하고자 한다. 이에 내부마케팅과 직무만족, 그리고 조직몰입과의 인과관계 검증을 위한 두 개의 가설을 설정하였으며, 통계 프로그램 SPSS 18.0과 AMOS 18.0을 이용하여 그 관계를 규명하였다. 빈도분석, 탐색적 요인분석, 확인적 요인분석 및 신뢰도분석, 상관관계분석, 구조방정식 모형(SME : structure equation model)을 시행하였다. 분석결과, 확인적 요인 분석(CFA : Confirmatory Fact Analysis)을 실시한 결과, 모형에 대한 접합도의 검정결과, ${\chi}^2=227.154$(df=179), p-value=0.009, CMIN/DF=1.269, RMR=0.013, GFI=0.931, AGFI=0.911, NFI=0.906, CFI=0.978, RMSEA=0.031를 나타내어서 적합도는 양호한 것으로 판단되었다. 잠재요인 타당성 검정을 위한 평균분산추출값(AVE: Average Variance Extracted)은 .450~.577를 나타내어서 집중타당성 기준에 미치지 못한 값으로 분석되었다. 그리고 합성신뢰도(CCR: Composite Construct Reliability)는 .919~.956을 나타내어서 집중타당도는 있는 것으로 판명되었다. 최종이론의 접합도지수는 ${\chi}^2=238.910$(df=182) p-value=0.003 CMIN/DF=1.313, RMR=0.017, GFI=0.974, AGFI=0.909, NFI=0.900, CFI=0.974, RMSEA=0.033을 나타내어서 접합도는 양호한 것으로 판단된다. 요인분석 결과, 내부마케팅은 세 개의 하부요인(복리후생, 교육훈련, 업무의 자율성)으로 분류되었으며, 가설검정 결과 내부마케팅의 하위요인 중 복리후생(t-value 3.311, p<0.001)과 업무의 자율성(t-value 2.421, p<0.05)이 직무만족에 통계적으로 유의한 영향을 미치는 것으로 나타났고, 복리후생이 직무만족에 상대적으로 큰 영향을 미치는 것으로 나타났다. 그러나 교육훈련은 통계적으로 유의한 결과를 나타내지 않았음으로서 내부마케팅은 직무만족도에 정(+)의 영향을 미친다는 가설은 부분채택 되었다. 또한, 통계적으로 직무만족은 조직몰입에 유의한 정(+)의 영향(t-value 5.657, p<0.001)을 미친는 것으로 나타나, 두 번째 가설은 채택되었다.