• 한국콘텐츠학회논문지
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• 제5권5호
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• pp.211-218
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• 2005

호텔기업은 양질의 서비스를 제공하기 위해 종사원의 행위에 보다 많은 관심을 가져야 한다. 호텔의 특성상 서비스품질은 종사원들이 어떻게 서비스를 수행하는 가에 달려있다. 즉 호텔종사원이 서비스 현장에서 신속하게 의사결정을 할 수 있는 시스템이 절실히 요구된다. 그렇게 하기 위해서는 종사원의 임파워먼트가 대단히 중요하다. 따라서 본 연구는 호텔종사원의 임파워먼트와 서비스제공수준의 관계를 분석하고 이들의 관계에서 직무만족과 조직몰입이 매개역할을 하는 가를 파악하려고 하였다. 매개효과의 조건충족에 대한 분석은 Baron 과 Kenny(1986)가 제시한 삼 단계의 매개효과 분석과정을 이용하였다. 235명의 호텔종사원을 대상으로 한 분석결과 설정된 가설은 모두 지지되는 것으로 판명되었다. 분석결과에 따르면, 임파워먼트는 직무만족, 조직몰입, 서비스제공수준에 영향을 미치는 것으로 나타났다. 또한 임파워먼트와 서비스제공수준의 관계에서 직무만족, 조직몰입 각각은 매개의 역할을 하는 것으로 검증되었다.

• 인간식물환경학회지
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• 제24권4호
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• pp.341-353
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• 2021

Background and objective: As the agricultural industry becomes a more convergent industry, it is believed that the demand for human resources by companies will change. Therefore, a survey was conducted to investigate the human resources required by agriculture companies. Methods: In the survey on 77 agriculture companies, 98.7% of respondents answered that new employees with a college degree needed additional training to adapt to practical affairs. Results: The first priority of education was "community spirit" (22.1%) and the second priority was "convergence capability" (15.6%). The most important educational goal desired by agricultural companies was "cultivating human resources with community spirit and ethical judgment", followed by "cultivating human resources with serious communication and problem-solving skills", and "cultivating human resources with scientific thinking and unique creative imagination." Sub-competencies that companies want agricultural colleges to strengthen were "community spirit" 4.32(SD=0.96), "desirable values" 4.30 (SD = 1.05), "sympathy" 4.28 (SD = 0.95), "convergence capability" 4.16 (SD = 0.88), "creativity" 4.11 (SD = 0.83), "civic spirit" 4.10 (SD = 0.91), and "rational/critical thinking" 3.94 (SD = 1.04). There was a significant difference in sub-competencies that require reinforcement depending on the number of full-time employees. "Creativity" was most necessary in companies with less than 3 employees (4.39), and 4~7 employees (4.33), and "aesthetics"" in companies with less than 3 employees (3.94), and 4-7 employees (3.61) "Civic spirit" was most necessary in companies with 31 employees or more (4.33). Conclusion: The most important educational goal desired by companies was "cultivating human resources with community spirit and ethical judgment".

• 농촌지도와개발
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• 제9권1호
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• pp.61-73
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• 2002

The objectives of this study were to explore the present condition and development direction of youth allied organizations such as Korea 4-H Club Federation, Clover Alumni Association and Korea 4-H Association. Researcher developed questionnaires were used to identify historical changes, present condition and development directions of the youth allied organizations. The data were collected from 105 purposively sampled representatives from the youth allied organizations, and SPSS/WIN program was employed to analyze the data. Major problems of the youth allied organization, according to the respondents, were financial difficulties and lack of full-time employee for the organizations. It was recommended that more full-time employees would be necessary for further development of youth allied organizations. Securing wider membership throughout the country and financial security were recommended for development of the youth allied organizations.

• 한국환경보건학회지
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• 제39권1호
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• pp.71-82
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• 2013

Objectives: This study was performed in order to investigate hand hygiene practices among food-service businesses employees based on the awareness of hand-washing and load of indicator bacteria on their hands. It focused on the comparison of full-time and part-time workers in food-service workplaces. Methods: A direct-interview questionnaire survey and microbiological analysis were carried out with sixty workers each. Samples for microbiological analysis were collected through a modified glove-juice method from the hands of the food-service workers and were analyzed for aerobic plate count, total coliform, fecal coliform, Escherichia coli, Staphylococcus aureus, and Salmonella spp. Microbiological analysis was done according to the Food Code of Korea. Results: Significant differences (p<0.01) were found in the survey between the full-time and part-time workers in hand-washing frequency, use of hand-washing agents, and hand-drying methods. More full-time workers responded to washing their hands after preparing food, after visiting outside, after handling raw materials, and before putting on gloves/when changing gloves than did part-time workers (p<0.05). No remarkable difference was found in bacterial load on the hands except in the aerobic plate count between the two groups. The detection of E. coli, S. aureus, and Salmonella spp. on the hands of some food-service workers in both groups revealed poor hand hygiene practices. Conclusions: The results of this study indicate that there is a need for training programs in order to improve hand hygiene practices and strict hand hygiene compliance by food-service workers.

• 한국조리학회지
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• 제19권5호
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• pp.264-279
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• 2013

본 연구의 목적은 외식 프랜차이징의 분쟁 유형과 기업정보 간의 차이를 분석하는데 목적이 있다. 연구목적을 달성 하기위해 공정거래위원회의 심결례를 바탕으로 분쟁의 유형을 분석하고 관련된 기업정보와의 차이가 있는지 SPSS WIN(V.17.0)을 이용하여 분석하였다. 분석결과, 분쟁의 유형은 정보공개서 미제공(58.5%)과 가맹금 미예치(15.1%)가 높았고, 분쟁유형과 관련 변수간의 크러스컬웰리스(Kruskal-Wallis) 검증에서 매출액과 설립기간 및 가맹점수는 유의수준 p<.05, 상시종업원수는 유의수준 p<.1에서 유의한 차이를 발견 하였다. 상관계수에서, 설립기간은 상시종업원수와 가맹점수에서 양의 연관성이 있었고, 상시종업원수는 가맹점 수와 브랜드 수에 유의수준 p<.05에서 연관성이 있었다. 분쟁의 해결방안으로는 가맹본부의 신의칙준수와 관련 당국의 모범거래기준 및 법제도 강화 그리고 가맹 희망자는 전문가의 자문이 필요할 것으로 시사되었다.

• 디지털융복합연구
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• 제11권7호
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• pp.97-110
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• 2013

본 연구는 텔레마케팅 분야에 종사하는 텔레마케터의 직무만족에 대한 코칭리더십의 영향력을 분석하여 직무만족을 통한 이직률 제고에 그 목적을 두었다. 본 연구의 결과 코칭 리더십은 텔레마케터의 직무만족에 부분적으로 영향을 미치는 것으로 나타났다. 직무만족도를 높이기 위해서 리더는 직원에게 주기적으로 목표관리 및 확인절차를 통하여 직원의 애로사항을 수시로 관리하여 도움을 주어야 하고, 직원의 잠재 능력을 파악하여 목표 달성을 위한 행동 지침을 마련하는데 신경을 써야 한다. 또한 정해진 목표에 대해 피드백하고 직원을 신뢰하며, 중립적인 태도를 유지하는 것과 교육이나 연수 등을 통해 교육 기회를 부여하고 업무와 관련된 정보를 수시로 공유하는 자세도 코칭자로서 중요한 덕목이다.

• 경영과정보연구
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• 제30권4호
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• pp.441-474
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• 2011

본 연구는 윤리적 리더와 윤리경영시스템이 구성원의 조직시민행동에 미치는 영향과 이들 사이에 윤리풍토가 매개작용을 하는지를 조사한 것이다. 연구목적을 달성하기 위해 대구 경북 지역의 대기업 및 중소기업에 종사하는 종업원을 대상으로 설문조사를 하여 회수된 설문지 중 유효한 1,035부의 응답 내용을 분석하였다. 주요한 분석결과는 다음과 같다. 첫째, 윤리적 리더와 윤리경영시스템의 정착은 모두 구성원의 조직시민행동에 유의한 정(+)의 영향을 미치는 요인이었다. 둘째, 연구 가설에서 기대했던 바와 같이 윤리적 리더와 윤리경영시스템이 구성원의 조직시민행동에 미치는 영향에 조직배려 윤리풍토와 사회적 책임 윤리풍토가 유의한 매개작용을 하는 것으로 나타났다. 따라서 구성원의 조직시민행동을 높이기 위해서는 조직배려 윤리풍토와 사회적 책임 윤리풍토를 조성하는 것이 효과적인 전략이 될 수 있음을 암시해주었다.

• 한국의류학회지
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• 제21권6호
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• pp.1082-1093
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• 1997

The purpose of this study was to identify characteristics and consumer attitude on purchasing apparel through Cable TV home-shopping. The questionnaire was administered to 4y5 May through September in 1996 and the data were analyzed by using frequency, factor analysis, crosstab, 1-test, ANOVA, MANOVA, scheffe with utilizing SPSS/PC+ The results of this study were as follows: 1. The most favorite media in purchasing apparel through home-shopping was Cable TV in all over ages except 50's. Women showed Cable TV the most interested, whereas men showed printed media and computer on-line shopping as home shopping media. 2. Home-shopping favor in region' was higher than that of Seoul. In the degree of favor, college students showed the highest, followed by part time employees, housewives and full time employees. Those who lived individual houses in other than Seoul area showed higher purchasing intention. 3. Sweater item was shown as the highest purchasing interested item and coat/business suit items were shown as lower among 10 different apparel items. 4. Five dimensions of Perceived benefits of apparel purchasing through Cable TV were derived by factor analysis such as variety of merchandise information, purchase convenience, efficiency, saving time, and convenience of physical inactivity. The convenience of physical inactivity showed the most important benefit through Cable TV home-shopping. Perceived risk of apparel purchasing through Cable TV was factor analyzed as merchandise related risk, size and appearance related risk, delivery related risk, TV watching related risk, and unplanned purchasing related risk. The sixte and appearance related risk was shown as the highest risk.

• 대한영양사협회학술지
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• 제4권1호
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• pp.88-98
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• 1998

The purposes of this research were to assess the quality of worklife of university foodservice managers and workers by operation type, and to investigate the characteristics of demographic variables in university foodservice employees. A questionnaire was administered to 27 managers and 180 personnels who are working in 9 university foodservice facilities. And 21 managers and 160 workers were responded with a response rate of 78% and 89%, respectively. Statistical data analysis was completed using the SPSS programs for descriptive analysis, ANOVA, T-test and SNK test. The results of this study can be summarized as follows : 1. Almost all respondents were female(87%), 40.5 percent of the respondents were between 40 to 49 years of age, 42.9 percent of the respondents had been in their current job between 2 to 5 years, and 55.2 percent of the respondents earned ays between 500,000won to 800,000won per month, Only 42.6% percent of the respondents were full-time employee. 2. The mean scores for the quality of worklife was 3.07 on a 5-point scales of 1=disagree very much and 5 = agree very much. 3. Factors receiving the higher ratings included "optimum levels of work variety"(3.83), "positive attitude toward work"(4.14), and " cooperative relationship with coworkers"(4.22). But respondents were least satisfied with "promotion"(2.07),"temperature of workplace"(2.17) " rest time"(2.25), and "pay"(2.28) factors. 4. There was a significant difference in the perception of the quality of worklife according to the operation type(self-operated, contracted, and rented management), but no difference was noted by position(managers vs workers) Results can be user to develop intervention and training strategies for enhancing positive attitude and the quality of work of employees.

• 대한지역사회영양학회:학술대회논문집
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• 대한지역사회영양학회 2003년도 춘계학술대회 및 비만ㆍ다이어트 박람회
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• pp.100-100
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• 2003

외식산업은 노동집약적 산업인 동시에 인적서비스 그 자체가 하나의 상품으로서 중요시되므로 전문적 지식과 기술을 가지고 있는 유능한 인적자원의 확보와 유지가 중요시된다. 그러나 외식산업의 인적자원의 중요도에 비해 양질의 인력수급이 이루어지고 있지 않다. 이러한 인력부족 및 이직문제는 많은 비용의 지출, 근로자의 사기 저하 등 부정적인 측면을 가지고 있으며, 무엇보다 중요한 것은 이직에 따른 서비스질의 손상의 문제이다. (중략)