• Culinary science and hospitality research
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• v.21 no.3
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• pp.155-167
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• 2015

This study aims to examine the knowledge level of culinary staff members regarding the restaurant country- oforigin labeling system by developing a scale to investigate and evaluate such knowledge levels. The empirical study targeted culinary staff members with over 7 years of experience in 10 luxury hotels in Seoul who were approached through the convenience sampling method, which was conducted for 14 days from November 14th to 27th, 2014. A total of 192 self-administered questionnaires were collected, of which 186 questionnaires(93%) were used for the final analysis. For investigation and analysis, a frequency analysis was carried out to look into population statistics and the level of knowledge using the SPSS 18.0 statistics program. One-way ANOVA and t-test were carried out to investigate differences in knowledge levels of restaurant country-of-origin labeling system with reference to academic background, job position, and hotel management type. As the result, the average correct answer rate of the culinary staff members for a total of 21 questions was 39.85% and there were no significant differences based on the academic background. However, the correct answer rate was higher for respondents that held high positions and had independently managed hotels, suggesting that knowledge varied depending on job position and management type. In conclusion, it is suggested that in order to improve the level of knowledge of the restaurant country-of-origin labeling system among culinary staff members there is a need to enhance training and continuous supervision to apply the knowledge to work in future. In addition to this, this study discussed the limits of the study and the orientation of further research.

• Culinary science and hospitality research
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• v.22 no.4
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• pp.37-50
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• 2016

This study aims to examine the effect that the degree of knowledge about country-of-origin labeling on country-of-origin labeling work performance, which is a culinary staff task. This study is also intended to analyze differences in knowledge depending on hours of origin labeling education, and the moderating effect of education hours in the relationship between knowledge and performance. This study targeted culinary staff members working in ten five-star hotels in Seoul. A total of 205 self-administered questionnaires were distributed from November 14th to 27th, 2014, and 240 questionnaires(98.4%) were used for analysis after the exclusion of 4 with unreliable responses. Based on the data collected, frequency analysis, reliability test, exploratory factor analysis, simple regression analysis, t-test and moderating regression analysis were conducted using SPSS 18.0 program. The study findings are as follows. Culinary staff knowledge of origin labeling had a significantly positive effect on job performance and the degree of knowledge was higher in the group that attended one to two-hour periods of education. This suggests a differences in knowledge depending on the hours of education, which then had a moderating effect on the relationship between knowledge and performance. In conclusion, in order to improve knowledge of country-of-origin labeling and the level of performance, there is a need to increase education hours and enable culinary staff memebers to learn more knowledge and apply it to actual tasks. Based on these results, the limitation of the study and the direction of future research were also discussed.

• Culinary science and hospitality research
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• v.18 no.5
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• pp.165-175
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• 2012

Investment in training by a company can lead to the retention and motivation of its valued staff and promote high self-fulfillment by providing career development. The objectives of this research were (a) to test the perceived satisfaction with a training based on respondents' socio-demographic characteristics, (b) to investigate training motivation factors affecting employees' training satisfaction, (c) to assess how training motivation factors affect the employees' satisfaction, and (d) to indicate the relationship between training satisfaction and the employees' job satisfaction. Additionally, by developing an employees' training motivation model and conducting multiple regression analysis, two types of motivation factors, intrinsic motivation and extrinsic motivation, were shown to be positively related to employees' training satisfaction. Subsequently, this employees' training satisfaction was a significant determinant factor for improving job satisfaction.

• Culinary science and hospitality research
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• v.16 no.5
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• pp.134-148
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• 2010

The purposes of this study is to understand the influence of the employees' emotional intelligence in the foodservice industry on organizational citizenship behavior and job performance and to empirically analyze whether organizational citizenship behavior plays a mediating role between both the relations of the employees' emotional intelligence and job performance. Based on total 421 samples obtained from an empirical research, this study reviews the reliability and fitness of the research model and verifies a total of 3 hypotheses using the Amos program. The SEM results show that others' emotion appraisal, emotion use, self-emotion appraisal and emotion regulation among employees' emotional intelligence have a significantly positive effect on organizational citizenship behavior. Also, employees' organizational citizenship behavior have a significantly positive effect on job performance. In addition, the effect of the employees' emotional intelligence in the foodservice industry upon job performance find to be partially mediated by the organizational citizenship behavior.

• Culinary science and hospitality research
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• v.16 no.5
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• pp.64-78
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• 2010

This study aimed to investigate the effect of charismatic leadership and transactional leadership on organizational commitment among cuisine employees in hotel. It also examined the moderating effect of job satisfaction between leadership and organizational commitment. The findings might delineate very meaningful suggestions and implications to enhance organizational commitment for cuisine employees. The result showed that both of leadership styles had significantly positive effects on employees' organizational commitment. In particular, charismatic leadership had more powerful effect than transactional leadership did on organizational commitment. In addition, job satisfaction showed moderating effects between charismatic leadership and organizational commitment. This study concluded with discussion and implications for hotel managers and future research directions.

• Journal of the Korean Society of Food Science and Nutrition
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• v.44 no.4
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• pp.619-634
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• 2015

The objective of this study was to provide information on difficulties in performing tasks of employees of the Center for Children's Foodservice Management (CCFSM) to obtain information as a resource for improving work performance. Data were collected from employees working at the CCFSM over a period of 6 months until December 2013. The recruitment period was from 16 December, 2013 to 30 January, 2014. A total of 228 employees (79.7%) participated in the study, and 227 completed questionnaires were analyzed. Statistical analyses were performed on data utilizing the SPSS V20.0. Employees tasked with 'nutrition guidance visits', 'hygiene safety guidance visits', and 'teaching to cook visits' who worked outside of the office frequently had difficulties with 'physical exhaustion'. They reported that 'working outside of the office encumbers later office work' and that 'employees' suggestions for changes are not easily accepted in child-care facilities. The following statements in the questionnaire were highly rated by each of the employees in charge of 'Gathering training' and 'Budget management': 'As a gathering training is conducted within the working hours of child-care facilities, participation rate is low' and 'The differences in regulations of consignment organization, local government, and KFDA are confusing'. This study also suggests that CCFSMs should have authority over child-care facilities, which demonstrate no desire for improvement even after CCFSM employees offer several suggestions for better foodservice or deliberately avoid participating in CCFSMs without good reasons. Besides, CCFSMs are supported by the KFDA and can lessen the workload of child-care facilities in developing educational materials for better foodservice.

• Culinary science and hospitality research
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• v.17 no.4
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• pp.25-38
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• 2011

The purpose of this study is to understand the influence of employees' career development in the hotel industry on person-job fit and job satisfaction. Based on total 353 employees obtained from empirical research, this study reviews the reliability and fitness of the research model and verifies a total of 3 hypotheses using the AMOS program. The hypothesized relationships in the model test are also analyzed using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2$=563.417(p<0.001), df=236, CMIN/DF=2.387, RMR=.070, GFI=.881, AGFI=.848, NFI=.921, CFI=.952, RMSEA=.065. The SEM results show that employees' career management (${\beta}$=.138), career plan ${\beta}$=.284), and career identity (${\beta}$=.437) among employees' career development plans have significant positive effects on person-job fit. Also, employees' career management (${\beta}$=.238) and employees' person-job fit (${\beta}$=.637) have significant positive effects on job satisfaction. Limitations and future research directions are also discussed.

• Culinary science and hospitality research
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• v.19 no.5
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• pp.121-135
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• 2013

The purpose of the present study is to investigate the structural relationships of work-family culture, work-family balance and organizational commitment among Korean hotel employees. In order to achieve the study goal, frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis and covariance structure analysis were undertaken using SPSS(18.0) and AMOS(18.0). The results showed that 'managerial support' had a significantly positive effect on work-family balance, and 'fewer negative career consequences' had a significantly positive effect on affective organizational commitment. In addition, work-family balance had a significantly positive effect on affective organizational commitment, Hence, in order to enhance employees' affective organizational commitment, the atmosphere in which employees can take advantage of family-friendly policies without any worry about the future disadvantages should be built. Also, management has to consider employees' work-family balance to be important and needs to develop various policies to keep employees' work and family stability.

• Fire Science and Engineering
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• v.33 no.1
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• pp.138-146
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• 2019

The present article reports the results of a basic study for improving the fire safety of postpartum care centers. In the case of postnatal care center facilities, newborn babies and mothers reside 24 hours a day, and as they are located in high-rise and multi-use facilities, measures for fire safety are necessary, but there are no domestic manuals. This study examined the problems of fire safety through an analysis of fire cases of postpartum care facilities and related regulations, and conducted surveys on the fire safety consciousness of employees and mothers regarding postpartum care management. The fire safety consciousness of the mother was analyzed.

• Culinary science and hospitality research
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• v.16 no.1
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• pp.61-77
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• 2010

Hotel practitioners are searching for leadership typology to maximize employees' capabilities and consistency in their attitude. Also, they are increasingly interested in their employees' traits which constitute and influence their job attitude. This study sought to investigate the impact of servant leadership mediated through self-leadership on employees' job attitude. Focused on hotel restaurant employees, representing 15 hotels in Seoul Metropolitan Area, a survey was conducted and 272 respondents out of 297 were empirically analyzed. The collected data was analyzed with the SPSS 12.0 for Windows and AMOS software program. Structural equation modeling was conducted to test the hypotheses. The results suggested that servant leadership has a significant impact on self-leadership. Furthermore, self-leadership was found to have a significant impact on job satisfaction. However, direct influence of self-leadership on organizational commitment was not found. Finally, servant leadership was found to have a direct impact on job satisfaction. On the other hand, servant leadership positively influences on organizational commitment when mediated through self-leadership. In addition, this study provides practical implications for hotel restaurant professionals in linking servant leadership mediated through self-leadership to job attitude.