• 대한지역사회영양학회지
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• 제8권4호
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• pp.610-620
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• 2003

The purpose of this research was to analyze the job satisfaction and business attitudes of restaurant owners in order to explore solutions for improving restaurant management. The results were as follows : 1) The motive for starting a restaurant business was vocational aptitude \longrightarrow possibilities \longrightarrow good income : 2) In terms of job satisfaction, most respondents were satisfied with both the work itself and the income. It was also observed that the younger owners were more satisfied with their jobs than the older owners : 3) Increased costs, including labor and food costs, was indicated as the biggest problem in restaurant management. Respondents also perceived labor shortage as one of the most difficult problems. Men were more likely than women to consider the following problems as being more serious: rent, financial problems, taxes, regulation restrictions, menu development and customer complaints. It was found that as the size of the restaurants grew, the respondents perceived the shortage of labor as the hardest part of running a business : 4) Respondents agreed that employing good foodservice workers was the most important part of foodservice management. Owners also believed that they needed more research time for menu and service development 5) To be successful, the restaurant owners paid the most careful attention to food taste. Service, sanitation, and menu development were also emphasized. Respondents stressed the focus on service, good relationships, diligence, and faithfulness in order to be a good restaurant owner. The results of this research suggest that restaurant owners should have more professional conscientiousness to succeed in their own businesses, as well as improve the quality of the foodservice industry. Other important aspects related to the overall improved quality of the foodservice industry are: the continuation of government support, the enlargement of educational opportunities and greater respect for foodservice employees. (Korean J Community Nutrition 8(4) : 610-620, 2003)

• 한국조리학회지
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• 제12권2호
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• pp.73-87
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• 2006

The purpose of this study is to investigate if recommendation selling (methods of recommendation selling, a key word used for recommendation, and employee attitude) influences the customers' menu decision. The results of the study are as follows: 'Menu picture' and 'explanation by word' among the tools used by employees for recommendation were found to influence customers' menu decision. The words such as 'new menu' and 'special only today' used by employees for recommendation were found to influence customers' menu decision. Employees' attitude elements such as 'interesting explanation', 'dressed up tidy', 'strong intention', and 'patience' were found to influence customer's menu decision. 'Recommendation selling' in the food and beverage industry means 'employees help customers make a good decision on food and beverage service'. This study makes an important contribution to the food industry in terms of providing substantial marketing strategies.

• 한국관광식음료학회지:관광식음료경영연구
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• 제13권2호
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• pp.71-89
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• 2002

To investigate effect of organization justice on organizational commitment, I surveyed the concept of organization justice, organizational commitment and organizational citizenship behavior and then I reviewed what formative factors of organization justice increased organizational commitment or what formative factors of organization justice and organizational commitment increased organizational citizenship behavior. The result of this study proved that organization justice and organizational commitment influenced organizational citizenship behavior a lot and the purpose of this study was carried out like following ; The formative factors of organization justice, that is, procedure fairness and distribution fairness come out by theoretical study influenced organization commitment and the formative factors of organization commitment, commitment about company and turnover influenced organizational citizenship behavior. In addition, the hypothesis that the higher the organization justice is, the higher the organizational commitment was positive. Therefore, in position control of restaurant employees, giving employees the motive of organization commitment as procedure fairness and distribution fairness control strictly enable employees to have citizenship about organization and enable employers to control employees effectively.

• 한국관광식음료학회:학술대회논문집
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• 한국관광식음료학회 2002년도 학술논문발표회
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• pp.31-46
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• 2002

To investigate effect of organization justice on organizational commitment, I surveyed the concept of organization justice, organizational commitment and organizational citizenship behavior and then I reviewed what formative factors of organization justice increased organizational commitment or what formative factors of organization justice and organizational commitment increased organizational citizenship behavior. The result of this study proved that organization justice and organizational commitment influenced organizational citizenship behavior a lot and the purpose of this study was carried out like following; The formative factors of organization justice, that is, procedure fairness and distribution fairness come out by theoretical study influenced organization commitment and the formative factors of organization commitment, commitment about company and turnover influenced organizational citizenship behavior. In addition, the hypothesis that the higher the organization justice is, the higher the organizational commitment was positive. Therefore, in position control of restaurant employees, giving employees the motive of organization commitment as procedure fairness and distribution fairness control strictly enable employees to have citizenship about organization and enable employers to control employees effectively.

• 한국식품영양학회지
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• 제9권3호
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• pp.281-288
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• 1996

The purpose of this study was to develop the curriculum for the Department of Food Service Business in Junior College. The purpose of the curriculum development is to train professionals combined theory and practice for medium or small restaurant managers. We have developed a model curriculum, which was based on Job analyses for related business, analyses of the curricula of departments related with food service, and survey on the questionnaire. The subjects of the model curriculum are as follows. 1) Subjects related with Food and Food Sanitation, 2) Subjects related nth Cuisine, 3) Subjects related with Restaurant Management and Service, 4) Subjects related nth training In practical business, and 5) Subjects related with a foreign language. The effects on opening the Department of Food Service are as follows. 1) To train professionals (or food service business, 2) Activation of the study on Food Service Industry, 3) Establishment of the traditional food culture, 4) Activation of the Tourist Industry, and 5) To improve the Quality of restaurant employees.

• 한국조리학회지
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• 제14권4호
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• pp.306-316
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• 2008

The purpose of this study is to identify how and job satisfaction and job training affect service quality and to offer strategic tools for enhancing competitiveness of the food service business industry. To fulfill this purpose, this study utilized a factor analysis, frequence test, a reliability analysis and a covariance structure analysis. The results of the analyses show that one dimension such as "job training" influenced service quality. This means that restaurants should put more focus on job training to improve service quality for customers.

• 한국의류학회지
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• 제29권3_4호
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• pp.462-469
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• 2005

This study was inquiry into wearing condition and satisfaction of Saenghwal Hanbok uniform for Korean restaurant's employees. For this Purpose to be fulfilled survey was carried out to the managers and employees who are working in Korean traditional restaurants located in Seoul, and the reality of wearing Saenghwal Hanbok uniforms and the employees's satisfaction were considered. It taken into consideration when designing Hanbok uniforms for Korean traditional restaurants. The analysis was executed involving Simple Analysis, Correlation Analysis, Independent Samples T-test, Paired Comparison, ANOVA, and Duncun Test using SPSS. The report shows that buyers get two pieces style of skirt ($74\%$) and they are buying from Hanbok shops ($58\%$), or from uniform shops ($21\%$). It is almost impossible to see that employees' opinion is reflected in the uniform design since the decisions are made by either Senior manager or General Manager. Based on the result of this survey, followings should be taken into consideration when designing Hanbok uniforms for Korean traditional restaurants. Firstly, a design should reflect a sphere and a radiuses of action throughout a grasp of the type of restaurant, such as the type of sitting and whether there are stairs or not, and the type of service in charge, and so on. Secondly, considerations on the fabrics in terms of sweat absorption, tactility, weight and so on should be prioritized emphasizing a functional aspect. Thirdly, a sleeve should be narrower and shorter, and the skirt should be less wide and not crease easily. Lastly, a Geogori should be knot-button on with care in order not to be opened and a skirt should be zipped up.

• 한국조리학회지
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• 제18권2호
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• pp.19-33
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• 2012

본 연구는 외식기업의 효율적인 인적자원관리를 위한 기초자료를 제공하기 위해 외식산업에 종사하는 서울지역 레스토랑 종업원을 대상으로 유머감각이 직무만족과 이직의도에 미치는 영향에 대해 실증적으로 분석하였다. 유머감각은 메타메시지 감수성, 유머의 선호도, 정서의 표현성, 유머에 의한 대처 요인으로 도출되었다. 연구결과는 다음과 같다. 첫째, 유머감각 요인 중 유머에 대한 선호도, 유머에 의한 대처, 메타메시지 감수성 순으로 직무만족에 정(+)의 영향을 미치는 것으로 나타났으며 정서의 표현성은 영향을 미치지 않는 것으로 나타났다. 둘째, 유머에 대한 선호도, 정서의 표현성순으로 이직의도에 부(-)의 영향을 미치는 것으로 나타났으며 메타메시지 감수성, 유머에 의한 대처는 영향을 미치지 않는 것으로 나타났다. 따라서 유머감각이 직무만족과 이직의도에 유의한 영향을 미친다는 연구결과를 토대로 유머감각에 대한 중요성을 인식하고 종업원 선발시 유머감각에 대한 평가가 고려되어야 할 것이다.

• 한국식품조리과학회지
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• 제23권3호통권99호
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• pp.401-408
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• 2007

The purpose of this study was to identify the impacts of brand and organizational identification on job satisfaction among kitchen and F & B employees of deluxe hotels. Questionnaires were distributed to 460 employees in the food and beverage departments of 11 deluxe hotels in Seoul. A total of 398 questionnaires were used for analysis (86.5%). Statistical analyses were completed using SPSS Win (12.0) to perform descriptive analysis, reliability analysis, t-tests and ANOVA. The results of the study showed that brand identification was higher with F & B employees than kitchen employees (p<0.01), and was also higher for employees of international brand hotels than local brand hotels (p<0.05). Further analyses revealed that brand identification affected organizational identification, and both types of identification, especially brand identification, had strong impacts on job satisfaction. In conclusion, employee brand identification should be recognized as one of the most important factors of human resource management in the foodservice industry.

• 한국프랜차이즈경영연구
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• 제9권2호
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• pp.7-16
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• 2018

Purpose - Turnover Intention in the franchise industry is becoming a very important issue. This study examines the structural relationships between organizational justice, emotion, job satisfaction, and turnover intention in the franchise industry. In this model, emotion was classified into two sub-dimensions such as positive and negative emotion. Research design, data, methodology - The sample of this study collected from employees of a food-service franchise company is representative. Copies of the questionnaire along with a cover letter were delivered by a research assistant to the human resources manager or the general manager of the selected food-service franchise firms after they agreed to participate in the study. In order to increase the response rate of the respondents, a small gift was provided to the respondents who completed the questionnaire. A total of 300 questionnaires were distributed and 285 returned responses, 9 responses were not usable due to missing information. Thus, a total of 276 responses were used using structural equation modeling with Smartpls 3.0. Results - The results showed that organizational justice had positive significant effects on positive emotion and job satisfaction. Job satisfaction had negative a significant effect on turnover intention. And negative emotion had positive significant effect on turnover intention. Conclusions - The results of this study provide some implications. If employees feel that the franchise headquarters is fair about the methods and procedures of decision making, resource allocation, information sharing, etc., it means that employees feel better. If the franchise's decision-making processes and methods and results are transparently disclosed and processed in accordance with the internal rules of the company, the employees will be able to fully understand and accept them. The results of this study also show that positive and negative emotions of service-based franchise employees have different effects on job attitude and organizational behavior. In particular, when negative emotions of employees are passed on to others and the results are negative, employees may feel that they are disoriented or wrong. Therefore, the franchise headquarters should try to inspire employees' sense of organizational community, and should pay attention to how to relieve the job stress and the fair distribution of work and rewards.