• Korean journal of food and cookery science
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• v.22 no.5 s.95
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• pp.565-572
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• 2006

The purpose of this study was to evaluate the sanitary management of hotel employees in Seoul. The results were summarized as follows : The total mean of sanitary management perception by factor was 3.91${\pm}$0.62, in which personal sanitation, property management, environment and facility factors were, in order, 3.99${\pm}$0.82, 3.91${\pm}$0.75, 3.90${\pm}$0.86 and 3.85${\pm}$0.82, respectively. This study showed that there was a significant difference in the perception of sanitary management among environment, facility and property management by age based on general characteristics. While there were no differences by hiring type, there was a significant difference among environment, facility and property management with personal sanitation factor according to the employee’s career path. There was also a significant difference between property management and personal sanitation factor according to hotel management style. In addition, a significant difference was observed among environment facility and property management with personal sanitation factor according to work place. In conclusion, it is imperative to continue educational programs for sanitary management by career, work place and management style in order to improve sanitary management of hotel employees’.

• Korean journal of food and cookery science
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• v.32 no.3
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• pp.363-369
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• 2016

Purpose: The purpose of this study was to understand the interrelationships among diversity management, employees' job engagement, and organizational commitment in a deluxe hotel. Methods: In a total of 344 F & B employees obtained from empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 4 hypotheses using the Amos program. Results: The proposed model provided an adequate fit to the data, $x^2$=316.722 (df=112), CMIN/df=2.828, GFI=0.899, NFI=0.941, IFI=0.961, TLI=0.953, CFI=0.961, RMSEA=0.073. SEM results showed that diversity management (building cultural awareness: ${\beta}$=0.206; pragmatic management policy; ${\beta}$=0.315) had a positive and significant influence on job engagement. Also, employees' job engagement (${\beta}$=0.623) had significant positive effects on organizational commitment. Conclusion: This study shows diversity management of hotel employees and its effectiveness as well as which diversity management is needed positive attitude.

• The Journal of the Korea Contents Association
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• v.20 no.3
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• pp.370-378
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• 2020

This study aims to identify the types and characteristics of followership perceived by hotel employees as emotional workers in terms of the diagnosis of their fellowship awareness toward their managers and the detailed patterns of subjective followership. The Q methodology is applied to find out the types of followership of hotel employees, the similarities and differences between each type, and the meanings of each type. A total of 40 questions are selected for the Q sample. The analysis shows that there are four types such as 'organizational oriented', 'individual oriented', 'adaptive oriented' and 'critical passive oriented'. It also shows that each type has a unique characteristic, and identifies the items in the all four types that they share or do not. This study is expected to present a new perspective on hotel management by identifying the characteristics of the followership from the perspective of the hotel staff who are supposed to do some emotional labor caused by the emotional dissonance hotel staff suffer.

• Journal of Korea Society of Industrial Information Systems
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• v.24 no.4
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• pp.53-64
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• 2019

This research explored the main and interactive effects of service employee market orientation, service creativity, and national culture(Korea and Japan). To test the hypotheses, responses were collected from 196 Korean and 195 Japan hotel service employee samples. The results showed that service employee market orientation(customer orientation, competitor orientation, and interfunctional coordination) has a positive relationship with service creativity. Also, national culture moderates the relationship between service employee market orientation and service creativity, thereby implying the positive relationship between competitor orientation and service creativity is stronger in Korea than in Japan. In contrast, the positive relationship between interfunctional coordination and service creativity is stronger in Japan than in Korea. Theoretical implications of our findings and practical recommendations for how to address the impact of market orientation on service creativity are discussed.

• Culinary science and hospitality research
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• v.24 no.3
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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.

• Culinary science and hospitality research
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• v.15 no.3
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• pp.1-14
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• 2009

One of the tasks given to the hotel business is to improve ES(Employee Satisfaction) through educational training for enhancing job efficiency and service quality, not product competition. In the current domestic field, however, ES(Employee Satisfaction) based on appropriate educational training hasn't been established yet. The purpose of this study is to verify the effect of educational training including recognizing the necessity of frequency, the level of lecture conscience, motivation, and internalization along with job commitment. The cohort of women(n=128, 44.4%) and men(n=160, 55.6%) was monitored by the questionnaire data from October 13th to 31st, 2007. It was assessed by (1) the recognition of educational training, (2) educational training practices, (3) organizational identification, (4) brand identification, and (5) job commitment. Statistical analysis was conducted using SPSS (Statistical Package for Social Science), data coding, and the data cleaning system. As a result, it was proved that frequency, the level of lecture conscience, motivation, the recognition of necessity are in proportion to brand identification and organization identification. In addition, identification through educational training can raise the efficiency of job commitment.

• Journal of Digital Convergence
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• v.15 no.8
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• pp.95-102
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• 2017

The purpose of this study is to investigate the structural relationship between organizational citizenship behavior and behavioral intention. The purpose of this study is to investigate the relationship between conflicts, organizational citizenship behaviors, and behavioral intentions in order to achieve research objectives. Based on this study, hypotheses were established and the implications and implications of these results were sought. First, the relationship conflicts of hotel employees have significant relationship to organizational citizenship behavior. Second, the relationship conflicts of hotel employees have a meaningful relation to the behavioral intention. Third, organizational citizenship behavior of hotel employees has a meaningful relationship with behavioral intention. As the results show, the company seeks for profit but it is also another way for employees to stay in one job and to make an opportunity to contribute value to the company. As the relationship between the individual conflicts, organizational citizenship behaviors, and behavioral intentions, how to solve the conflict problem is the task of the hotel company based on the human resources. Future research and limitations are needed for the efficiency of this study, but it is necessary to specify samples and specimens through an in-depth review of the specimens.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.19 no.1
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• pp.58-65
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• 2011

The purpose of this study is to describe upon the most effective leadership stlyes for Airlines based on the transformational and transactional leadership that Bernard M.Bass proposed. The outcome of leadership treated here will be employee's extra efforts, employee's satisfaction with the leader, the effectiveness of the leader, involvement by employees in the organization, and management outcomes perceived by employees. The result of correlation showed that transformational leadership factors had positive impacts on the outcomes of leadership, but the transactional leadership had a negative impact on outcomes of leadership. According to results of multiple regression analyses, transformational leadership had a grater positive impact on outcomes of leadership than did transactional leadership. Transformational leadership is expected to promote and enhance the effectiveness of the hotel leaders, as well as the airline employee's extra effort, their satisfaction with the leader, involvement in the organization, and their perception of management outcomes. It is imperative that the airline industry continues to develop transformational leader.

• Culinary science and hospitality research
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• v.23 no.3
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• pp.216-226
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• 2017

This study was conducted to examine the relationships among various visible clues and non-visible clues as perceived by franchise family restaurant consumers. Using online survey tool in South Korea, total 450 survey was distributed and 400 participants were used for further statistical analysing with SPSS 23.0 and AMOS 20.0. Twelve items were categorized into four visible factors (food, interior, exterior, employee). The result shows that food and employee have positive effects on brand reputation and distinctiveness, and the interior and employee were critical antecedents for brand distinctiveness. In addition, the brand reputation and brand distinctiveness have positive influence on experiential value as well as revisit intention. Although there were many studies which demonstrated the relationships among various quality clues and other outcome variables, such as brand image, loyalty, little research explained the relationships among visible elements of franchise family restaurants, brand reputation, brand distinctiveness, and revisit intention. The present study will provide theoretical and practical implications for both academia and the franchise family restaurant industry. (what is the meaning of the red part?)

• Culinary science and hospitality research
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• v.22 no.6
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• pp.87-97
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• 2016

The purpose of this study was to explore the effects of job attitudes from the professional restaurant service organization on customer orientation. Using a self-administered questionnaire, data was collected from service employees of professional restaurants. Survey was conducted 20 days from October 11, 2015 to October 30, 2015. Total of 200 questionnaire were distributed and 185 samples were collected and used in the data analysis after excluding 15 unfaithfulness answers. SPSS 18.0 statistical program were used to analyze samples. The result indicated significant and positive impacts between job attitude and its sub-factors(i.e., job satisfaction, organizational commitment) on customer orientation.