• Culinary science and hospitality research
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• v.12 no.4 s.31
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• pp.154-169
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• 2006

This study examined the effects of organizational citizenship behavior (OCB) upon perception of service quality as well as evaluation of customers. 300 copies of questionnaires were distributed to the employees as well as the customers respectively, and 276 copies and 282 copies were collected from each group. There remained 265 copies each to investigate after excluding each 11 and 17 copies of noneffective questionnaires. As a result, the effects of organizational citizenship behavior upon service quality such as altruistic behavior, citizens' consciousness and sportsmanship, etc had significant influence upon the customers' perception of service quality.

• Culinary science and hospitality research
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• v.18 no.5
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• pp.113-128
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• 2012

This research was conducted targeting 269 employees working in the hotel and food service industry in the Busan area to provide human resources policy implications for food service companies by understanding the causal relationship between the empowerment of foodservice industry employees and job satisfaction and turnover intent. To achieve the research purpose, this research identified the demographic characteristics through a frequency analysis, obtained reliability and validity through a factor and reliability analysis, attaining a meaningful result in the significance level of p<.01 in all factors by conducting a correlation analysis to understand the overall relationship between the variables. As a result of the multiple regression analysis to verify a hypothesis, the explanatory adequacy of the regression model for the effect of self-determination and meaning, the sub-factors of empowerment, on job satisfaction was 34.6%, and the self-determination and meaning was respectively analyzed as (${\beta}$=.125, p<.05) and (${\beta}$=.511, p<.001), thus, the hypothesis that the empowerment of employees in the food service industry has a positive (+) effect was selected. In addition, the multiple regression analysis was conducted to examine the effect that empowerment (self-determination, meaning) has on job turnover intent, and as a result, the explanatory adequacy of the regression model was 11.2%, the self-determination was ${\beta}$=-.024, showing that it was not analyzed as a statistically meaningful result, and the meaning was analyzed as(${\beta}$=-320,p<.001). Thus, the hypothesis that the empowerment of employees in the food service industry has a negative (-) effect on job turnover intent was partially selected. In the regression analysis result of the effect of job satisfaction on turnover intent, the explanatory adequacy of the entire regression model appearing in the entire analysis was 25.3%, and the job satisfaction was analyzed as (${\beta}$=-.503,p<.001). Thus, the hypothesis that job satisfaction has a negative (-) effect on job turnover intent was selected.

• Culinary science and hospitality research
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• v.19 no.2
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• pp.28-39
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• 2013

The purpose of this study is to examine the causality among customer orientation, job satisfaction, and organizational commitment of food service employees using a non-recursive model. To do this, literary and empirical research was carried out. In the literary research, this study examined previous studies related to the concepts such as customer orientation, job satisfaction, and organizational commitment. The empirical research was analyzed based on the questionnaire answered by 203 food service employees. Main results of this study are indicated below. First, customer orientation had a positive effect on job satisfaction(t=2.404, p=0.016). Second, job satisfaction had a positive effect on organizational commitment(t=8.555, p=0.000). Third, organizational commitment had a positive effect on customer orientation(t=6.071, p=0.000). Our main theoretical and practical implication includes the significance of extending the range of research by verifying the non-recursive causality among customer orientation, job satisfaction, and organizational commitment. The limitations of this study are possible problems with generalization by convenience sampling in limited areas.

• Journal of the Korean Society of Food Culture
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• v.23 no.2
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• pp.163-171
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• 2008

The purpose of this study was to measure employee ‘awareness’ and ‘practice’ of business ethics in the foodservice industry, and to determine possible correlations between these two variables. Self administrated questionnaires were completed by 1003 employees and data were analysed to ascertain frequency, factor, reliability, correlation and canonical correlation. Two factors were obtained from factor analysis of business ethics(BE) awareness; “Organizational awareness”, and “Individual awareness”. Similarly, two factors were also obtained for business ethics practice; “Systematic practice”, and “Compensatory practice”. Canonical correlation analysis produced two significant functions. For canonical function 1, it was found that organizational awareness of BE was positively correlated with systematic practice. For canonical function 2, it was found that individual awareness of BE was negatively correlated with the compensatory practices of BE. The findings of this study demonstrate that higher organizational awareness of business ethics in the foodservice industry led to higher systematic practices of BE, while higher individual awareness of BE led to lower compensatory practices of BE. In conclusion, higher organizational awareness of BE places a higher priority on building an external system from an institutional perspective, while higher employees awareness of BE leads to higher expectation from the company, resulting in relatively low compensatory practices.

• Culinary science and hospitality research
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• v.23 no.3
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• pp.89-99
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• 2017

The purpose of this study is to examine the effects of foodservice employees' workplace harassment on their coping styles and intention to leave. Based on total 374 foodservice employees obtained from the empirical research, this study reviewed reliability and fitness of research model and verified total 3 hypotheses. SEM was conducted to test the validity of the proposed model and the hypotheses. The structural model provided an adequate fit to the data, $x^2=1,344.862$ (p<.001), df=420, GFI=.839, IFI=.900, CFI=.900, RMSEA=.076. To examine how employees' workplace harassment affects coping with harassment; workplace harassment had a significant effect on self-doubt (${\beta}=.401$, p<.001), ignored bully doubt (${\beta}=.621$, p<.001), and indirect or passive doubt (${\beta}=.527$, p<.001); whereas problem solving (${\beta}=-.094$, p>.05) did not. Furthermore, employees' workplace harassment (${\beta}=.126$, p<.05) had no significant effect on intention to leave. Employees' coping with harassment had a significant effect on intention to leave; especifically, among employees' coping with harassment elements, problem solving(${\beta}=-.572$; p<.001), self-doubt (${\beta}=.369$, p<.001), indirect or passive (${\beta}=.239$, p<.001), and ignored bully (${\beta}=-.161$, p<.01) had a significant effect on intention to leave. Limitations and future research directions are also discussed.

• Proceedings of the Korean Information Science Society Conference
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• 2005.07b
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• pp.265-267
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• 2005

DNA 컴퓨팅은 분자 수준(molecular level)에서 연산을 수행한다. 따라서 일반적인 실리콘 기반의 컴퓨터에서와는 달리, 순차적인 연산 제어를 보장하기 어렵다는 특징이 있다. 그러나 DNA 컴퓨팅은 화학반응에 기초한 연산이기 때문에, 실험자가 의도한 연산을 많은 수의 분자에 동시에 적용할 수 있으므로 실리콘 기반의 컴퓨터와는 비교할 수 없는 병렬 연산을 구현할 수 있다. 병렬 연산을 구현하고자 할 때, 일반적으로 연산에 사용하는 모든 DNA 분자들을 대상으로 연산을 구현할 수도 있다. 그러나 전체가 아닌 일부의 분자들을 상대로 연산을 수행하는 것 역시 가능하며 이 때 자연스러운 방법으로 사용할 수 있는 방법이 배깅(Bagging)이나 부스팅(Boosting)과 같은 앙상블(ensemble) 계열의 학습 방법이다. 일반적인 부스팅과 달리 가중치를 부여하는 것이 아니라 특정 학습자(learner)를 나타내는 분자들을 증폭한다면 가중치를 분자의 양으로 표현하는 것이 가능하므로 분자 수준에서 앙상블 계열의 학습을 구현하는 것이 가능하다. 본 논문에서는 앙상블 계열의 학습 방법 중 특히 부스팅의 효과를 DNA 컴퓨팅에 응용하고자 할 때, 어떤 방법이 가능하며, 표현 과정에서 고려해야 할 사항은 어떠한 것들이 있는지 고려하고자 한다. 본 논문에서는 규모를 사전에 한정할 수 없는 진화 가능한 그래프 구조(evolutionary graph structure)를 학습할 수 있는 방법을 찾아보고자 한다. 진화 가능한 그래프 구조는 기존의 DNA 컴퓨팅 방법으로는 학습할 수 없는 문제이다. 그러나 조합 가능한 수를 사전에 정의할 수 없기 때문에 분자의 수에 상관없이 동일한 연산 시간에 문제를 해결할 수 있는 DNA 컴퓨팅의 장정을 가장 잘 발휘할 수 있는 문제이기도 하다.개별 태스크의 특성에 따른 성능 조절과 태스크의 변화에 따른 빠른 반응을 자랑으로 한다. 본 논문에선 TIB 알고리즘을 리눅스 커널에 구현하여 성능을 평가하였고 그 결과 리눅스에서 사용되는 기존 인터벌 기반의 알고리즘들에 비해 좋은 전력 절감 효과를 얻을 수 있었다.과는 한식 외식업체들이 고객들의 재구매 의도를 높이기 위해서는 한식 외식업체의 서비스요인, 식음료요인, 이벤트 요인 등을 강화함으로써 전반적인 종사원 서비스 품질과 식음료품질을 높이는 전략을 취해야 한다는 것을 시사해주고 있다. 본 연구는 대구 경북소재 한식 외식업체만을 대상으로 하여 연구를 실시하여 연구의 일반화와 한식 외식업체를 이용하는 이용 고객들이 한식 외식업체를 재방문하는 재구매 의도가 발생하는데 있어 발생하는 과정을 설명하는 종단적 연구를 실시하지 못한 한계점을 가지고 있다.아직 산업 디자인이 품질경쟁력에 크게 영향을 미치는 성숙단계에 이르지 못하였음을 의미한다. (2) 제품 디자인에게 영향을 끼치는 유의적인 변수는 연구개발력, 연구개발투자 수준, 혁신활동 수준(5S, TPM, 6Sigma 운동, QC 등)이며, 제품 디자인은 우선 품질경쟁력을 높여 간접적으로 고객만족과 고객 충성을 유발하는 것으로 추정되었다. 상기의 분석결과로부터, 본 연구는 다음과 같은 정책적 함의를 도출하였다. 첫째, 신상품 개발과 혁신을 위한 포괄적인 연구개발 프로젝트를 품질 경쟁력의 주요 결정요인(제품의 기본성능, 신뢰성, 수명(내구성) 및 제품 디자인)과 연계하여 추진해야 할 것이다. 둘째, 기업은 디자인 경영 마인드 제고와 디자인 전문인력 양성을, 대학은 디자인 현장 업무를 통하여 창의력 증진과 기획 및 마케팅 능력 교육을, 정부는 디자인 기술개발 및 디자인 교육지원의 강화를 통하여 각각 디자인 경쟁력$\righta

• Culinary science and hospitality research
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• v.21 no.5
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• pp.38-49
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• 2015

The purpose of this study was to investigate tangible clues influence on perceived risk and overall satisfaction of customers at family restaurant in South Korea. In this research overall CFA and SEM were employed to analyze the data. Tangible clues were divided to 3 factors and perceived risk to 6 factors. Tangible clue 1 'physical evidence', had negative(-) influence on financial risk(p<0.01), performance risk(p<0.01) and psychological risk(p<0.001). Tangible clue 2 'employee' affected negatively(-) time risk(p<0.001), performance risk(p<0.001), psychological risk(p<0.01) and social risk(p<0.001). And tangible clue 3 'service process' influenced negatively(-) physical risk(p<0.01), time risk(p<0.05), financial risk (p<0.001) and performance risk(p<0.01). And among customer's perceived risks, 3 factors(time risk~p<0.001, performance risk~p<0.001, social risk~p<0.001) influenced negatively(-) their overall satisfaction. Through these results, it appears that customers perceive various tangible clues and risks at family restaurants. And they are likely to satisfy or dissatisfy according to their perceived risks. As a result, food service companies need to research various customers' perceived risks as important marketing strategy, and reduce them for increase and induction of customers' satisfaction.

• Korean journal of food and cookery science
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• v.23 no.5
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• pp.589-600
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• 2007

Recently, with the rapid expansion of the franchise restaurants, ensuring food safety has become essential for restaurant growth. Consequently, the need for food safety training and related material is in increasing demand. In this study, we identified potentially hazardous risk factors for ensuring food safety in restaurants through a food safety monitoring tool, and developed training materials for restaurant employees based on the results. The surveyed restaurants, consisting of 6 Korean restaurants and 1 Japanese restaurant were located in Seoul. Their average check was 15,500 won, ranging from 9,000 to 23,000 won. The range of their total space was 297.5 to $1322.4m^2$, and the amount of kitchen space per total area ranged from 4.4 to 30 percent. The mean score for food safety management performance was 57 out of 100 points, with a range of 51 to 73 points. For risk factor analysis, the most frequently cited sanitary violations involved the handwashing methods/handwashing facilities supplies (7.5%), receiving activities (7.5%), checking and recording of frozen/refrigerated foods temperature (0%), holding foods off the floor (0%), washing of fruits and vegetables (42%), planning and supervising facility cleaning and maintaining programs of facilities (50%), pest control (13%), and toilet equipped/cleaned (13%). Base on these results, the main points that were addressed in the hygiene training of restaurant employees included 4 principles and 8 concepts. The four principles consisted of personal hygiene, prevention of food contamination, time/temperature control, and refrigerator storage. The eight concepts included: (1) personal hygiene and cleanliness with proper handwashing, (2) approved food source and receiving management (3) refrigerator and freezer control, (4) storage management, (5) labeling, (6) prevention of food contamination, (7) cooking and reheating control, and (8) cleaning, sanitation, and plumbing control. Finally, a hygiene training manual and poster leaflets were developed as a food safety training materials for restaurants employees.

• Journal of the Korean Society of Food Science and Nutrition
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• v.34 no.5
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• pp.667-673
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• 2005

The purposes of this study were 1) to analyze the preference of leadership style among ${\lceil}$Transformational leadership$\rfloor$ and ${\lceil}$Service leadership$\rfloor$, 2) to examine the differences of the job satisfaction between the high level of service leadership group and low level of the service leadership group and 3) to testify the hypothesis that the service leadership and its 4 elements (belief, attitude, ability, insight) affect the job satisfaction. The questionnaires were developed to measure the service leadership, the preference of leadership style (transfer-mational leadership and service leadership) and Job satisfaction. The surveys were distributed to 120 managers and employees in the family restaurant in Korea, and 104 questionnaires were responded (response rate: $86.7\%$). The SPSS 12.0 package program was used to conduct the descriptive analysis, correlation analysis, t-test and multiple regression analysis. The result of leadership style preference showed the followers preferred the service leadership $(75.0\%)$ to the transformational leadership $(25.0\%)$. Comparing the job satisfaction of high level of service leadership group and that of low level of service leadership group, the job satisfaction of high level of service leadership group was significantly (p<0.001) higher than that of low level of service leadership group (high level of service leadership group: 4.03, low service leadership group: 3.27, measured on a 5-point likert scale). All three factors of job satisfaction (human factor, service system and company image) in high level of leadership group were significantly (p<0.001) higher than those of lower level of service leadership group. The result of multiple regression analysis presented that the service leadership and it's 4 elements (concept, mind, skill, insight) have significant (p=0.000) effects on the job satisfaction. As a conclusion, we examined theoretical framework of service leadership model and testified the applicability in the field of family restaurants. But the service leadership was the new conceptual theory, so there should be the more empirical studies on managers and employees in the service industry.