• 대한영양사협회학술지
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• 제10권1호
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• pp.25-33
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• 2004

The objective of this study is to analyze the effects of the food waste reducing campaign on food service. For this purpose, the author analyzed the quantity of food waste before and after the Quality Improvement(QI) activity and investigated employees' satisfaction with food service. Statistical data analyses were completed using the SPSS 11.0 program. The results can be summarized as follows : The number of employees who used the food service was 374.29$\pm$25.120 before QI and 332.89$\pm$27.274 after QI, so it decreased significantly after QI. The daily quantity of waste food was 39.52$\pm$3.060kg before QI and 19.58$\pm$4.825kg after QI, so it decreased significantly after QI. The quantity of waste food per person was 105.84$\pm$8.907g before QI and 59.07$\pm$15.125g after QI, so it decreased significantly after QI. Among 7 items related to employees' satisfaction, the taste of food was 3.30$\pm$0.890 before QI and 3.51$\pm$0.665 after QI, so it improved significantly after QI. No significant difference was found in the variety of menus, saltiness, temperature and compatibility of side dishes and tableware hygiene but employees appeared to be more satisfied with these items after QI. Employees' satisfaction with kindness/appearance did not show a significant difference but employees appeared to be less satisfied with it after QI.

• The Journal of Asian Finance, Economics and Business
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• 제7권12호
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• pp.515-521
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• 2020

Work motivation is critical for ensuring sustainability of any business firm. Motivated personnel essentially helps an organization achieve its organizational goal and objective. Hence, it has become an essential duty for business managers and management committees to identify the motivating factors that would strongly affect their employees. The purpose of the current research is to identify which are the factors that motivate service employees most at their workplace in Bangladesh. The study has used survey questionnaires to collect data from service employees. Convenience sampling is used for data collection. A total of 240 questionnaires were distributed and 183 completed questionnaires were returned (response rate: 77%). The study used purposeful motivating factors, which are ranked (from 1 to 10) by the service employees according to the significance of the factors. Mean value is applied to determine the most crucial motivating factor, where the factor with lowest mean value is considered as the highest significant motivating factor. Results reveal that job certainty, career growth and advancement opportunity, and quality working environment have been the most crucial and influential motivating factors for the service employees. The study adequately underlines the necessity of motivational factors and provides some guidelines to keep employees motivated.

• 지식경영연구
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• 제15권4호
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• pp.105-126
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• 2014

Knowledge integration is becoming a primary function of improving organizational capabilities and performance in today's convergence paradigm. The knowledge integration capability of employees has increasingly been regarded as a critical source for developing new products and services. This study investigates the influential factors of employees' knowledge integration capability and its effects. A theoretical research model was developed based on the socio-technical perspective and information processing theory. The model includes teamwork quality, expertise, IT support, and knowledge complexity as the primary influential factors of employees' knowledge integration capability. A large-scale survey was conducted for gathering data (a total of 316 samples from 141 organizations) to test the proposed model. The test results of the hypotheses show that expertise and knowledge complexity are the significant influential factors of employees' knowledge integration capability, and also the capability has a positive effect on the knowledge creation performance of employees. Our findings contribute to the development of initiatives for promoting employees' knowledge integration capability, especially in knowledge intensive organizations focusing on convergence products and services.

• 한국조리학회지
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• 제14권4호
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• pp.357-367
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• 2008

The purpose of this study is to identify the job satisfaction and organization commitment of employees according to the school food service environments. The questionnaire to measure was completed by 150 employees in the Seoul and Gyeonggi area. The demographic data showed that 48.7% of respondents were in their fifties and most of them were females(96.6%). They were employed in the middle and high schools. The results were as follows : Frist, factors that influenced job satisfaction were student preference and rule-observance. Second, the importance of school food service environments didn't influence the compensation factor for job satisfaction. Third, factors that influenced job satisfaction among school food service environments were kindliness and the management of employees and rule-observance. Rule-observance showed the highest satisfaction scores among the rest of them. Forth, it was concluded that the management of employees, food quality and student preference influenced the organization commitment of food service employees. The research results show that rule-observance of food service environments and the importance of managing employees have influence on co-worker relations, job and organization commitment.

• 한국식품조리과학회지
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• 제19권4호
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• pp.403-412
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• 2003

The purpose of this study was to develop methods for foodservice employees to perform by measuring their levels of sanitation and hygiene practices. The employees' sanitation and hygiene competency list for school foodservice was developed on the basis of the job standardization. The competency list was divided into three parts; (1) before starting the work, (2) during the work and (3) after the work. The levels of the employees' sanitation and hygiene practices were evaluated by dietitians and by the employees themselves. Most schools had conventional foodservice systems (83.4%), which were operated by contract management (94.8%). It was found that the highest practice level related to sanitation and hygiene before starting work, with the lowest levels observed after work. The item related to the cleaning and sanitizing of dishes had the lowest practice level score. Employees perceived their sanitation and hygiene practice after work to be worse than before starting and during work. The items of ″Clean and sanitize all large stationary equipment after every use, and record equipment monitoring chart″ and ″Do not clean dishes and utensils in production area″ had the lowest scores by employees. The scores of the employees were similar to the perception of the dietitians.

• The Journal of Asian Finance, Economics and Business
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• 제8권5호
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• pp.157-166
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• 2021

This study aims to investigate the impact of green corporate identity and employees' green identification on green business performance of international automobile manufacturers in Thailand. It involves 400 employees from the target study area, using questionnaires to collect data from January to February 2021, with purposive and convenient sampling methods. Data analysis employed structural equation modeling (SEM). The results show that green corporate identity has a significant impact on employees' green personal-social identification and green business performance; meanwhile, employees' green social identification has a significant impact on green business performance. However, employees' green personal identification has a significant impact on green business performance only through employees' green social identification. Green corporate identity can increase the corporate' green business performance via economic, environmental and social aspects through employees' green personal-social identification. The findings suggest that green corporate communication through visual identity, employee behaviors, culture, policy products and services in response to environmental forces and drivers to create the green corporate identity is deemed to systematically work. Furthermore, the findings also suggest that employees' green identification on both personal and social levels can be a significant issue that the managers in automobile manufacturers should pay attention as well.

• The Journal of Asian Finance, Economics and Business
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• 제8권7호
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• pp.657-669
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• 2021

This study seeks to empirically investigate the impact of transformational leadership on employees' innovation with the mediating effect of technological diversity. Employees have evolved into leaders in organizing work within institutions over the last few decades. This shift presents new demands for leaders, who are forced to reinvent individual workers while also improving workplace innovation. This research proposes a conceptual model for considering transformational leadership and the impact of technological diversity on innovation. Structured questionnaire is used in the study and the analysis of the data from 633 employees of universities in the United Arab Emirates uses stratified sampling technique and hypotheses verified through Structural Equations Modelling (AMOS-21). According to the results, transformational leadership has a big effect on employees' innovation. Furthermore, in the relationship between transformational leadership and workforce innovation, technological diversity has a partial mediation impact. This research adds to the growing body of knowledge about how transformational leadership influences employees' innovation and how it affects employees' success, especially in the context of UAE-based universities. Overall, this research contributes to the previous studies wherein transformational leadership plays a critical role in influencing the innovative performance of employees and that, in turn, will promote diversification of technology in the organization.

• The Journal of Asian Finance, Economics and Business
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• 제9권2호
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• pp.255-260
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• 2022

SME sector's success also depends on its employees' job satisfaction as satisfied employees are likely to be more productive at the workplace and positively enhance SME business performance. Small and medium firms are the heart of the economy, and employees are the main and valuable asset for the SME firms. If SME business managers can increase employee satisfaction, then SMEs' performance will also increase in the future. Hence, the current study aims to determine the job satisfaction of SME employees by analyzing the impact of job training (JT) and promotion (PRO) opportunities on employee job satisfaction. Purposive sampling is applied in the study, and 202 SME employees have participated as sample respondents. The final sample size is n = 202. SPSS 26.0 version is used to analyze the hypotheses. The study findings show that both job training (JT) and promotion (PRO) have a positive effect on SME employee job satisfaction. It does indicate that SME managers need to provide necessary training programs and timely promotion to their current working employees to keep them satisfied with their job. Promotion and effective job training will certainly enhance employees' job satisfaction. The study has also offered a few strategic implications for SME business managers.

• Asia pacific journal of information systems
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• 제34권1호
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• pp.321-350
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• 2024

When a competent employee leaves an organization, the technical skills and know-how possessed by that employee also disappear, which may lead to various problems, such as a decrease in organizational morale and technology leakage. To address such problems, it is important to increase employees' job satisfaction. Due to the advancement of both information and communication technology and social media, many former and current employees share information regarding companies in which they have worked or for which they currently work via job portal websites. In this study, a web crawl was used to collect reviews and job satisfaction ratings written by all and incumbent employees working in nine industries from Job Planet, a Korean job portal site. According to this analysis, regardless of the industry in question, organizational culture, welfare support, work system, growth capability and relationships had significant positive effects on job satisfaction, while time and attendance management, performance management, and organizational flexibility had significant negative effects on job satisfaction. With respect to the path difference between former and current employees, time and attendance management and organizational flexibility have greater negative effects on job satisfaction for current employees than for former employees. On the other hand, organizational culture, work system, and relationships had greater positive effects for current employees than for former employees.

• 한국콘텐츠학회논문지
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• 제11권4호
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• pp.347-360
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• 2011

본 연구에서는 서비스품질과 종업원신뢰, 점포신뢰 및 점포충성도 간의 경로관계를 확인하고, 서비스품질과 종업원신뢰 및 점포신뢰 간의 관계에서 서비스기업과 고객 간의 관계기간의 조절효과를 확인하였다. 본 연구는 국내 주요은행에서 서비스경험을 가진 소비자를 대상으로 자료를 수집하였으며, Amos 18.0 통계패키지를 이용한 구조방정식 모형분석으로 연구가설을 검증하였다. 연구결과는 다음과 같다. 첫째, 공감성 서비스품질 요인과 종업원신뢰 간의 관계 그리고 확신성 서비스품질요인과 점포신뢰 간의 관계에서 관계기간의 조절효과를 확인하였다. 둘째, 서비스품질은 구성차원에 따라 종업원신뢰와 점포신뢰에 영향력의 차이를 보였지만, 종업원신뢰는 점포신뢰에 영향을 미침으로써 점포충성도가 형성되었다. 결론적으로 관계가 형성된 소비자에게 서비스종업원에 대한 신뢰를 높이기 위해서는 공감성을 형성하여야 하고, 점포에 대한 신뢰를 높이기 위해서는 확신성을 제공하여야 하며, 종업원에 대한 신뢰를 형성함으로써 점포에 대한 신뢰와 충성도를 구축할 수 있음을 확인하였다.