• Culinary science and hospitality research
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• v.19 no.3
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• pp.87-104
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• 2013

This study attempts to effectively manage service orientation for deluxe hotel buffet restaurant workers in the kitchen organization. For this, the organization's service orientation in the relationship between employees' job satisfaction and organization performance was empirically tested. A survey was conducted to 300 restaurant employees working in the buffet kitchen of deluxe hotels in seoul. 276 copies of questionnaire were selected to take a regression analysis using Amos 16.0. The results of the test are as follows. First, the effect of service orientation on employee's job satisfaction showed that service leadership and service system of service orientation were significant factors about it. Second, hypothesis testing for the effect of service orientation on organization performance showed that human resource management of service orientation was a significant factor about it. The effect of employee's job satisfaction on organizational performance was significant as shown in previous studies. In conclusion, service leadership and service system should be a priority in order to improve service orientation and job satisfaction because employee's job satisfaction and organization performance have a direct relationship.

• Quality Improvement in Health Care
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• v.28 no.1
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• pp.14-33
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• 2022

Purpose: To examine whether the Patient Experience Assessment (PEA) has led to perceptible changes at the ground level of health care, as a way of evaluating PEA as a policy intervention for quality improvement. Methods: Four focus group discussions (FGDs) were conducted, each comprising six to eight participants who were employees responsible for patient experience at their respective hospitals. The primary focus of the FGDs was on questions such as: 1) How do hospitals respond to PEA? 2) What significant changes were observed after the implementation of PEA? 3) What were the unintended consequences of implementing PEA, if any? 4) What areas of improvement have been identified for maximizing the potential of PEA? Results: Two broad themes emerged out of the FGDs: changes observed post implementation of PEA, and areas for improvement of PEA. Four significant changes were reported by participants: changes in perception and attitude regarding patient experience in hospital employees, increased active involvement by the hospital leadership, enhanced efforts to improve patient experience, and increased cooperation between such activities. Furthermore, eight areas of improvement were identified, which have been grouped in three categories: improving the process of data collection for PEA, introducing additional catalysts to facilitate further changes, and paying attention to structure- and patient-level constraints that must be addressed in parallel. Conclusion: The implementation of PEA led to perceptible changes within hospitals, which implies that it can serve as an effective catalyst for improving patient experience. A number of areas of improvement that would aid in maximizing the potential of PEA were also identified.

• Korean Journal of Social Welfare
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• v.64 no.1
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• pp.177-197
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• 2012

The purpose of this study was to develop an empirically-based inventory of organizational innovativeness of social welfare organizations. Review of literature on innovation research and panel study resulted thirty-seven(37) pre-items for measuring organizational innovativeness. An exploratory factor analysis of the pre-items drawn from the first survey data of 178 social workers revealed seven(7)-factor structure of 31 items. The factors included leadership innovation, team work innovation, task innovation, program development innovation, program technology innovation, idea innovation. A confirmatory factor analysis using data from the second survey of 409 social workers also indicated relevance of seven(7) factor structure of the inventory. Further these seven factors showed positive and significant correlations with measures for innovation culture indicating the inventory had the criterion-related validity. Although additional work remains in methodological issues, the results presented in this paper have shown that this inventory of organizational innovativeness can be an useful tool for assessing innovativeness of social welfare organizations.

• Nutrition Research and Practice
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• v.4 no.2
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• pp.149-154
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• 2010

The purpose of this research was to determine barriers that prevent participation in an employee wellness program, Wellness Wednesdays: "Eat & Meet" About Healthy Living, conducted at East Carolina University (ECU) in Greenville, North Carolina. All ECU ARAMARK employees (n = 481) over the age of 18 were eligible to participate in the wellness program. Weekly 30 minute classes, taught by a Registered Dietitian, on various nutrition- and health-related topics were conducted for 10-weeks. Five question knowledge quizzes were administered to participants at the end of each class to determine the comprehension of material presented. Qualitative interviews (n = 19) were conducted with employees (participants and non-participants) and the program organizer after the completion of the 10-week program to identify barriers to program participation. A total of 50 (10.4% of the total number of potential participants) ECU ARAMARK employees, managers, and leadership team directors attended Wellness Wednesdays at least once during the 10-week program. Employees, on average, scored 71-100% on the weekly knowledge quizzes administered at the end of each class. The most common barriers to participation reported included (most often to least often reported): insufficient incentives, inconvenient locations, time limitations, not interested in topics presented, undefined reasons, schedule, marketing, health beliefs, and not interested in the program. Results showed that employee wellness programs can be effective in increasing knowledge of employees on nutrition- and health-related topics. However, program planning that addresses identified barriers including insufficient incentives, inconvenient locations, and time limitations may facilitate higher participation in future worksite wellness opportunities.

• Journal of the Korea Convergence Society
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• v.11 no.6
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• pp.227-235
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• 2020

This study expanded the superiority of random leader selection procedure on group decision-making task to actual group performance task, and examined the interaction effects of leader selection procedure(LSP) and collective efficacy(CE) on group performance. 2(LSP: formal/random)×2(CE: low/high) between subject design was used. The result revealed the significant main effect of LSP, which showed that groups with random leader performed better than those with formally selected leader. Further, significant interaction effect of LSP and CE revealed that when group's CE was high, group with random leader performed better than group with formally selected leader, and the difference between two groups was not significant when group's CE was low. These results suggested that LSP should not impair shared social identity of the group in order to maintain the positive effect of CE on group performance. The necessity for expanding these results to work team was discussed.

• The Journal of the Korea Contents Association
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• v.18 no.10
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• pp.289-297
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• 2018

This study analyzed the Entrepreneurial Competencies of Science and Technology Personnel from the point of view of the industry's demanders. It is necessary to change institutional and policy support from quantitative support to improvement of qualitative level. Specifically, this study used the Borich's Needs Assessment Model to determine what capabilities are currently lacking and which should be supplemented. As a result of analysis, it showed that the current level was lower than expected level. Especially, expectation level was high in order of team working, problem solving ability, communication, abstract thinking, job knowledge, Autonomy, leadership, risk-taking, and commercialization are all lower than the overall average. In the analysis of educational need, the most important factor of entrepreneurial competence appeared in order of problem solving ability, teamworking, job related knowledge, abstract thinking, and communication. This means that it is necessary to logically solve the problems that are encountered in various situations in the organization by using cooperation between the teams and their own job knowledge. In addition, education should be conducted to effectively communicate the results to others.

• Human Ecology Research
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• v.52 no.6
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• pp.669-682
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• 2014

The purpose of this study is to present a practical class design model that applies the problem-based learning (PBL) method to the subject of home economics. To begin with, a specific class model example was developed by conducting thorough document research and expert consulting. Two modules, named "Click! Global Leisure Environment" and "Happy Leisure Product Launching" were presented as the PBL questions. The case study focused upon in this research is an elective course called "Leisure Culture and Life Management". The 21 students enrolled in this course were considered in this study. Two teaching methods, namely a face-to-face teaching method and a web-based system "Snowboard" teaching method, were used to run the class. The research results are as follows: first, theoretical research and program development and demonstration were practiced with five different age groups: childhood, adolescence, university student, middle age, and senescence. Then, selfevaluation, peer evaluation, and group evaluation were conducted to motivate the students. Finally, a class evaluation was conducted by questioning the lecturer, who ranked well, scoring higher than or equal to 4.0 points out of 5.0 on all the questions. Through the PBL method, students showed an improved study attitude with more proactive participation in the class, they strengthened their communication skills and created a synergy with their team members. This study has significant meaning because it is the first research to apply the PBL method to home economics. Therefore, we expect other curricula to apply PBL and fully utilize this teaching method as well in the future.

• The Journal of the Korea Contents Association
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• v.11 no.2
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• pp.353-366
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• 2011

The purpose of this study was to present the fundamental direction in training social work supervisors. First it defined the competency of supervisors and by analyzing the contrasts between the present situation and points for compensation, the study searched for alternative solutions to reinforce the role of supervisors. The research was conducted by interviewing 7 Focus Groups, the 20 Delphi questionnaire panel, and the 213 social workers in the community welfare centers. This study multilaterally evaluated the opinions of all supervision interested parties and as a result, defined the core supervisor competence in the areas of knowledge, skill, and attitude(KSA). The main characteristics to be improved were found to be supervisors' leadership, supervision knowledge, self-recognition. conflicts arbitration skills, the communication skills, the team work skills, and the main attitudes of consistency, patience and openness. This study is significant that it presented specific direction in the developing training courses for supervisor, researching the detailed education demands and analyzing the application of the supervisor's competency model in the organization.

• Korean Journal of Adult Nursing
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• v.17 no.5
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• pp.831-843
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• 2005

Objective: The study was conducted by the Association of Korean College of Nursing in order to survey and analyze the current state of clinical practicum for adult health nursing at four-year nursing college in Korea and to suggest improvements in the contents and methods of clinical practicum and its future direction. Method: Data were collected using a survey by mail from July to November 2004 using a structured questionnaire on the general state of clinical practicum for adult health nursing. The questionnaires were sent to 53 nursing colleges throughout the country, and 47 recovered questionnaires were analyzed. Results: The number of credits for adult health nursing practicum was 7~10(average range), and various nursing fields were used in clinical practicum. The number of students per team was 5~6 at general wards and 3~4 at intensive care units. Students also experienced practicum during daytime and in the evening. Clinical practicum for adult health nursing was led by full-time professors and field practicum directors. In clinical practicum for adult health nursing, almost every college evaluated students' attitude, skills, leadership, etc. in various forms. Conclusions: It is urgent to develope a standardized evaluation tool for clinical practicum.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.5
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• pp.233-240
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• 2015

About 500 Bizcool High School will be designated by the year of 2017. The policy of designating Bizcool will promote startup club activity among Bizcool high school Student. In particular, the startup club activities will help Bizcool high school student fixing their career path after graduation by enhancing their creativity, leadership, team spirit, and problem solving ability through understanding the concept of entrepreneurship and embodying the startup process taking real startup experience. Hence, this paper set and test hypothesis of assuming the differences with respect to entrepreneurship will and maturing career path whether they have startup club activity as presenting Bizcool high school or not. The empirical test have bee done over 274 Bizcool high school students. The result have shown that significant level of differences(Determinants and Confidence) are found between the group of having startup club activity and those of not having.