• The Korean Journal of Food And Nutrition
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• v.19 no.4
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• pp.366-373
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• 2006

Employee turnover and job satisfaction are the main concerns of Foodservice indusryy because of a high dependence on human resources. This study was carried out to find out the differences of job satisfaction of employees in Foodservice industry and identify the effects of job satisfaction on turnover intention by major at the college or university. In comparison of job satisfaction of employees by 3 groups of food-related majored, tourism-business majored, and other majored, there were no significant differences among groups. But in the correlation between overall and 6 factors of job satisfaction, there were all significant correlations in food-related majored and tourism-business majored employees. Employees in Foodservice industry were satisfied by different demographic characteristics according to what they majored at college. Statistically significant variables that affect to the job satisfaction were gender, employment status, length of employment, monthly income, working hour per week in the food-related majored employees and employment status in the tourism-business majored employees. Finally, among job satisfaction factors, intention to quit was negatively affected by supervision in food-related majored and tourism-business majored employees, but positively affected by job environment only in tourism-business majored employees.

• Korean journal of food and cookery science
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• v.23 no.1 s.97
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• pp.62-69
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• 2007

Competitions among domestic foodservice businesses get more intense as the presence of new competitors has rapidly increased. For the past decade, our domestic foodservice industry has shown outstanding growth and overcome poor industrial environments. The poor work conditions employees suffer from will cause negative effects on organization values and effectiveness. Although facing severe problems, most of foodservice businesses do not take aggressive counteraction to eliminate these issues. With this in mind, the study has been implemented to empirically investigate the effects of the foodservice business on organization values and organization effectiveness and then to utilize the findings of the study to develop various marketing strategies for the foodservice industry. The findings of the study were as follows: first, with respect to the effects among organization values, job satisfaction, and organization loyalty, the organization value was found to have positive effects both on job satisfaction, and organization loyalty. The findings demonstrated that the levels of job satisfaction and organization loyalty of employees may be increased by promoting organization values, as positive relationships were found between organization values, job satisfaction, and organization loyalty of employees. second, organization values were found to have a positive effect on organization loyalty. Therefore, job satisfaction should be considered as a key factor for achieving overall organizational loyalty of employees in the foodservice industry.

• Journal of the Korean Society of Food Culture
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• v.22 no.1
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• pp.58-69
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• 2007

The objective of this study was to analyze the actual situation of ethics management in foodservice industry and its employees’ recognition on corporate ethics management. Self-administrated questionnaires were completed by 342 employees, and the data were analyzed by frequency, chi-square, t-test, and one-way ANOVA. The results showed that the employees consider the corporate ethics management to be very important and it has been much more improved in foodservice industry. However, they are still skeptical about the continuous and consistent practice of ethics management. In addition, the survey revealed that the ethics management was regarded to be critically important to improve the value and the culture of the corporation. It also showed that the recognition of the improvement of ethics management in foodservice industry has been affected by the work environment of the whole society too. The result concluded that the taking the initiative by CEO is the most important factor for introducing the ethics management, while the propagation of ethics management requires the volition of the employees inside the corporation.

• Journal of the Korean Society of Food Culture
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• v.17 no.3
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• pp.252-259
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• 2002

The purpose of this study examined important factor of performance on Contract Foodservice management. Three contract Foodservice companies were selected which were located in Seoul & kuonggi province. 300 units were chose. The questionnaire was composed of seven part. There were the operation of food management, the operation of menu, the operation of equipment and facilities management, the operation of solid waste and safety management, the operation of waiting time management. As a result of the survey B&I foodservice was listed higher than University foodservice as food hygiene, FIFO and food shelf life. University foodservice employees worked 4 hour longer than B&I foodservice employees, so turnover rate was higher than it. Comparing the number of feeding, B&I foodservice equipment and facilities scale was bigger than University foodservice equipment and facilities. The rate of solid waste on B&I foodservice was 11.468% and the rate of University foodservice was 16.23%, the waiting time of University foodservice was about 8mins longer than B&I foodservice.

• Journal of the Korean Dietetic Association
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• v.20 no.4
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• pp.296-305
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• 2014

This study evaluated the effects of sanitary education administered to elementary and middle school foodservice employees with work experience. The subjects of this study were 360 school foodservice employees in Gyeonggi-do during August, 2010. Sanitary education and awareness were assessed using three major dimensions: food sanitation (six items), personal hygiene (five items), and environmental sanitation (three items). Each dimension was categorized according to several items in the form of a self-evaluated Likert 5 point scale. The data were analyzed using SPSS WIN Version 12.0 package. The results showed that employees who worked for 5~10 years in the foodservice industry scored better in three dimensions before sanitary education compared to other groups. After sanitary education, all employees scored better in food sanitation than before, and employees who worked less than 5 years scored better at personal hygiene dimension than other groups. For environmental sanitation, employees who worked for 5~10 years scored better than other groups. Employees who worked for more than 10 years scored worse before and after sanitary education but scored highest for sanitary awareness. Employees between the ages of 31 and 40 showed significantly different scores before and after sanitary education.

• Culinary science and hospitality research
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• v.14 no.3
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• pp.31-44
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• 2008

The purpose of this research was to examine the construct known as job fit perceived by service employees in the foodservice industry. The model was tested using SPSS 12.0 and AMOS 4.0 based on the sample of 667 persons that showed a 95% usable response rate. The results of the empirical analysis showed as follows. First, in restaurants, the employees' job suitability factor brings about an indirect effect by organizational commitment and turnover intention. Second, employees' job satisfaction factor causes an indirect effect by organizational commitment. Third, employees' organizational commitment factor has relationships with turnover intention. That is, the higher organizational commitment, the lower turnover intention. By the same route analysis, job suitability has an effect on organizational commitment. Also, the research proved organizational immersion has an effect on turnover intention. In this respect, the research contributes to job performance of foodservice employees, emphasizing the necessity of educational programs for them.

• Journal of the East Asian Society of Dietary Life
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• v.23 no.6
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• pp.839-849
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• 2013

The purpose of this study is to assess the associations among person-environment fit, organizational citizenship behavior, organizational commitment and turnover intent in the foodservice industry. The study was administered to 306 Korean employees. The results indicated a positive relationship between person-environment fit, employees' organizational citizenship behavior and organizational commitment. However, person-environment fit did not have a significant, direct impact on their turnover intent. Thus, this study found an indirect influence via organizational citizenship behavior and organizational commitment. In addition, organizational citizenship behavior and organizational commitment were negatively associated with employees' intention to leave the organization. Limitations and future research directions are also discussed.

• Culinary science and hospitality research
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• v.13 no.1 s.32
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• pp.166-178
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• 2007

A review of literature relating to the research topic and a survey method have been implemented in order to analyze effects of service orientation. For data analysis, a reliability analysis was performed to test the reliability of the construct and a series of an exploratory factor analysis was used for the validity test. The findings of the study were as follows: Classified into sex, service leadership factor and service skill factor showed meaningful difference between groups. Classified with age, service training factor, service leadership factor, service standardization factor, service technology factor, and service compensation factor showed meaningful difference between groups. Classified with scholarship, service compensation factor showed meaningful difference. Classified into working year, employees' discretion factor showed meaningful difference. Classified into work department, service training factor and employees' right factor showed meaningful difference. In addition, classified into monthly average incomes, employees' discretion factor showed meaningful difference.

• Journal of the Korean Society of Food Culture
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• v.26 no.2
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• pp.151-158
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• 2011

The purpose of our study was to examine the effects of dietitians' sanitation training performance on the sanitation knowledge and management practice level of culinary employees. We developed a questionnaire to measure the sanitation knowledge and management practice level of culinary employees and the sanitation training performance of dietitians. The questionnaire was completed by 53 dietitians and 337 culinary employees working in food service in the Chungbuk Province. We found that the sanitation training performance of dietitians had a significant positive affect on the sanitation knowledge and management practice level of culinary employees. There was also a correlation between sanitation knowledge and the management practice level of culinary employees. We conclude that sanitation training performance by dietitians is an effective method of improving the sanitation knowledge and management practice level of culinary employees. Thus, we suggest strengthening the sanitation training programs given by dietitians to improve food hygiene and safety in the foodservice industry.

• Journal of the Korean Home Economics Association
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• v.45 no.1
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• pp.91-99
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• 2007

The purpose of this study was to determine a is finding the process for the development of professionals in the foodservice industry. The Questionnaire used in this study was designed to measure the capabilities of professional foodservice employees, investigate the importance and accomplishments of curriculum of the major subject, and determine areas matters of the for improvement in the of field. It was distributed to 101 professors (include lecturers) of foodservice departments, from February 1 to 28, 2006. A total of 101 usable questionnaires were received amounting to a 100 percent response rate. Statistical data analysis was completed using SPSS Win(11.0) for frequency, t-test, one sample t-test, and IPA(importance performance analysis). The results were as is follows. Regarding the As regard capabilities of professional foodservice employees, they remarked that the fair values and creative thinking are the most important. Regarding the curriculum of the major subject, generally the importance degree is higher than the accomplishment degree. The areas improvement are as follows: development of curriculum, securing the excellent faculty, academic-industrial cooperation, expanding and improving the university facilities in university, and increasing the experience during the term.