• 대한영양사협회학술지
• /
• 제16권4호
• /
• pp.299-317
• /
• 2010

The study was conducted in two phase. In phase I, workplace safety accidents were investigated that happened from 2004 to 2008 in 52 medium-sized contract managed foodservice companies located in Seoul. In phase II, a survey was conducted to examine the cuisine employees' awareness of workplace safety. The survey was administered to the same foodservice management companies from April 12 to April 20, 2009. The final response rate was 84% (N=336), and the data were analyzed using SPSS Windows (ver. 12.0). The analysis showed that more accidents occurred in the age groups of 51~60 and 41~50 and among women. Forty-four percents of the accidents were reported by the employees who had been engaged in foodservice for 1~4 years. The majority of the safety accidents occurred in May~June of the year and the injuries were related to the 'hands and arms'. Approximately 38.5% of the injuries happened during 'movement and transportation'. More than half of the accidents were not managed as 'industrial accidents'. By type of injuries, 28.6% of the accidents were 'fractures'. In terms of the companies' actions, 44% of the accidents were dealt by companies' paying medical bills. The results of this study could be useful to develop evaluation indicators for safety education programs, decrease cuisine employees' safety accidents, protect assets, and prevent various worker and industrial accidents to create a pleasant work environment.

• 한국식품조리과학회지
• /
• 제32권6호
• /
• pp.745-753
• /
• 2016

Purpose: This study was conducted to provide basic data for human resources management of hospital foodservice employees by determining their job characteristics, job satisfaction, and organizational commitment according to recent hospital environment changes. Methods: Our survey was administered to 248 hospital foodservice employees in Busan area from September 1 to September 25, 2014. A total of 158 questionnaires were used for final analysis. Results: The mean score of job characteristics showed significantly difference by work experience (p<0.001), annual salary (p<0.01), and cooking certification (p<0.05). Job satisfaction had significantly difference by the age (p<0.05), annual salary (p<0.001), and turnover intention (p<0.001). Organizational commitment showed significantly (p<0.001) difference by age, work experience, and annual salary. There was positive correlation (p<0.001) between organizational commitment and job characteristics, job satisfaction. Organizational commitment had significantly positive correlation with skill variety (p<0.001), feedback (p<0.01), and task significance (p<0.001) of job characteristics, with work (p<0.001), pay (p<0.001), and co-workers (p<0.001) of job satisfaction. Job characteristics (${\beta}=0.249$, p<0.001) and job satisfaction (${\beta}=0.380$, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job satisfaction, work (${\beta}=0.291$, p<0.001) and pay (${\beta}=0.252$, p<0.01) had positive influences on organizational commitment. Conclusion: To develop the organizational commitment, hospital managers need to reinforce responsibility and fulfillment by job enrichment and to consider increasing salaries to get a higher satisfaction from foodservice employees.

• 한국식품영양학회지
• /
• 제31권1호
• /
• pp.70-79
• /
• 2018

The purpose of this study was to obtain data on the contribution of job characteristics (work, autonomy, reward, community, fairness, value) towards job burnout (emotional exhaustion, cynicism), job engagement (vigor, dedication, absorption) and turnover intention in school foodservice employees. Typically, 594 school foodservice employees in the Busan area participated in our survey. Workload (${\beta}=-0.512$, p<0.001) had the highest negative influence on emotional exhaustion, whereas reward (${\beta}=-0.216$, p<0.001) and community (${\beta}=-0.214$, p<0.001) had the highest negative influence on cynicism. Community (${\beta}=0.305$, p<0.001) and workload p<0.001) had the highest positive influence on vigor. Community (${\beta}=0.261$, p<0.001) and (${\beta}=0.238$, p<0.001) had the highest positive influence on dedication. (${\beta}=0.287$, p<0.001) and community (${\beta}=0.224$, p<0.001) had the highest positive influence on absorption. Workload (${\beta}=-0.195$, p<0.001) and community (${\beta}=-0.182$, p<0.001) had the highest negative influence on turnover intention. Overall, the results show that job characteristics are very important factors affecting foodservice employee's burnout, engagement, and turnover intention. So should try to reduce the employees' workload and increase the rewards for them along with activating communication among each other.

• 동아시아식생활학회지
• /
• 제25권2호
• /
• pp.352-362
• /
• 2015

본 연구는 지역아동센터에서 수행되고 있는 배식 실태 및 영양적 질을 평가하기 위해 2014년 7월에 설문조사 및 배식량 측정 실험을 수행하였다. 지역아동센터 급식관리자 39명이 본 설문조사에 참여하였으며, 이 중 15개소의 지역아동센터에서 근무하는 급식관리자가 배식량 측정 실험에 참여하였다. 설문조사 결과, 응답자의 51.3%가 센터장이었고, 38.5%가 생활복지사였으며, 1년 이내에 급식과 관련한 교육을 수강한 경험이 있는 경우는 69.2%였다. 응답자의 영양 및 위생분야 지식 점수는 10.0점 만점에 5.59점이었다. 응답자 중 교육 수강자의 영양 및 위생분야 지식 점수의 평균은 6.04점, 교육 비수강자의 평균은 4.58점으로 교육 수강 여부에 따라 통계적으로 유의한 차이를 보였다(p<0.05). 지역아동센터에서는 절반 정도가 대면배식(51.3%)으로 배식하고 있었고, 자율배식(23.1%), 개별배식(20.5%) 순이었다. 지역아동센터의 급식관리자들은 센터의 배식량이 적절하다고 생각하고 있었다(3.6점/5점 만점). 지역아동센터 배식 시 위생모 또는 배식용 앞치마를 착용하는 정도에서 교육 수강자와 교육 비수강자 간에 통계적으로 유의하게 차이가 있었으며, 교육 수강자들의 수행도가 높았다. 또한 '지역아동센터를 이용하는 초등학교 5학년 남학생에게 배식을 하는 상황'에 대한 배식량 측정 실험 결과, 메뉴로 제공되는 모든 음식은 배식량 기준을 충족시키지 못하였으며, 밥, 국, 주찬, 부찬, 김치는 배식량 기준 대비 각각 87.3%, 65.2%, 56.5%, 37.1%, 81.3%를 충족시켰다. 측정한 배식량에 대한 영양소 분석을 수행하였으며, 에너지와 비타민 A, 티아민, 리보플라빈, 칼슘은 영양기준 대비 섭취가 충분하지 못한 것으로 나타났으며, 단백질과 비타민C, 철은 영양기준 대비 100.0% 이상을 충족하는 것으로 나타났다. 단백질의 에너지 비율은 권장비율에 해당하였으나, 탄수화물은 72.0%, 지방은 13.3%로 각각의 권장비율인 55~70%, 15~30%에 조금 넘거나, 못 미치는 것으로 나타났다. 본 연구결과, 지역아동센터의 급식 담당자의 교육 수강 여부는 영양 및 위생관련 지식 점수와 배식 서비스의 수행도에 영향을 미치는 것으로 나타났다. 또한 지역아동센터 급식관리자가 배식하는 배식량이 배식량 기준 및 영양기준을 충족시키지 못하는 것으로 나타났다. 이에 지역아동센터 급식관리자의 급식관리 수행능력을 향상시키기 위해서는 관련한 교육 기회 제공이 이루어져야 한다. 지역아동센터 급식에서 적절량 배식을 통해 아동의 영양수준을 향상시키기 위해서는 배식량 기준으로 영양관리 지침을 마련하고, 배식의 중요성 및 아동 연령별 적절한 배식량에 대한 교육이 필요하겠다. 아동의 배식량과 관련하여 정부차원에서 이루어진 연구 및 보고에 대해 충분한 홍보가 미흡했으며, 현장에서 활용 방법에 대해 인지하지 못하고 있으므로, 이에 대한 홍보 및 교육이 실시되어야 한다. 본 연구결과는 지역아동센터의 급식관리자의 교육 자료 개발 및 취약 계층 영양 관련한 후속 연구에 활용될 수 있을 것으로 기대된다.

• 한국조리학회지
• /
• 제20권5호
• /
• pp.11-15
• /
• 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.

• 한국조리학회지
• /
• 제12권1호
• /
• pp.188-202
• /
• 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
• /
• 제18권2호
• /
• pp.19-33
• /
• 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
• /
• 제25권5호
• /
• pp.575-585
• /
• 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.

• 대한영양사협회학술지
• /
• 제3권1호
• /
• pp.63-73
• /
• 1997

This study was conducted to evaluate the industry foodservice management practices and to suggest guidelines for the effective foodservice management. The survey for the analysis was conducted through the questionnaires to dietitians. They were divided into two groups : the site color worker and the blue color worker. The questionnaires were received for a response rate of 73.2%. Statistical data analysis was completed using the SAS programs for descriptive analysis, $x^2$ test, T-test, F-test, and Fisher's LSD. The results of the study can be summarized as follows : 1) The level of education of dietitians and food cost in the employee feeding operations for the blue color worker was lower than the employee feeding operations for the white color worker. 2) The labor productivity indices were not significantly different according to types of workers. But in the employee feeding operations for the blue color worker, full-time foodservice employees worked more than 10.7 hour per week than their counterpart. This indicates the full-time foodservice employees in the employee feeding operations for the blue color worker performed more loaded work compared to the employee feeding operations for the white color worker. 3) Equipped rate of facilities in the employee feeding operations for the blue color worker was low especially in the food preparation and cooking processes.

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