Korean Journal of Community Nutrition

Original Articles

[English]
The Impacts of Personal Characteristics and Company-Related Characteristics on the Job Satisfaction of Dietitians Engaged in Contract Food Service Management Company: Mi Kyung Choi, Hee Yeon Kim, Seo Young Shin, Il Sun Yang; Korean J Community Nutr 2006;11(4):502-511. Published online August 31, 2006

Abstract PDF: The purposes of this study were to measure job satisfaction levels of dietitians engaged a in contract food service management company, and to examine the impacts of personal characteristics and organizational characteristics on the job satisfaction of dietitians. The questionnaires developed for this study were distributed to 230 dietitians of contract food service management companies in the Seoul and Gyeonggi areas, and a total of 187 (81.3%) questionnaires were used for analysis. Statistical analyses were completed using SPSS (Win 11.5) for descriptive analysis, correlation analysis, t-test and ANOVA. The average job satisfaction score of the dietitians was 2.83, which is lower than "not satisfied" and "not dissatisfied" (3). "Marital status" (p < 0.001), "payroll per year" (p < 0.001), "age" (p < 0.05) and "work experience as a dietitians" (p < 0.05) had significant effects on job satisfaction of work and environmental factors. "Operating group" (p < 0.05), "type of menu" and "type of service" also affected the job satisfaction. Overall, it is important that managers of contract food service management companies establish specified human resource management strategies with understandings of the characteristics of their dietitians and companies to enhance the job satisfaction of dietitians, and to achieve their managerial goals.

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[English]
The Analysis on Job Satisfaction of Personnel Engaged in Contract Foodservice Management Company: Il Sun Yang, Moon Kyung Park, Jin A Cha, Hae Young Lee; Korean J Community Nutr 2004;9(4):519-527. Published online August 31, 2004

Abstract PDF: This study was designed firstly to measure the job satisfaction (JS) levels of personnel engaged in contract foodservice management company (CFMC), secondly to compare the job satisfaction levels by personal and companyrelated characteristics, and thirdly to identify the effects of JS facets on overall job satisfaction. Of 1135 respondents, there were 712 employees in the headquarters and 423 in the branch office. From an analysis on job satisfaction, overall job satisfaction level was 3.22 out of a maximum 5 and the co-worker (3.71) facet of JS was the highest job satisfaction followed by supervision (3.32), work itself (3.26), working condition (3.15), promotion (2.95) and payroll (2.74). In comparison of job satisfaction by personal characteristics, the personnel who were male (p< .01), had associate degrees (p< .01) or long-term careers in foodservice field (p< .05), or were regular employees (p< .01) perceived significantly higher than others for overall JS. In comparison of the job satisfaction by company-related characteristics, overall JS was significant by company scale (p< .01) and by work place (p< .05), but it was not significant by operating group. Finally, on the regression analysis for the effects of JS facets on overall JS, adjusted R2 was 0.534 (p< .001) and all six JS facets, especially payroll, had a positive effect on overall JS significantly (p< .001). Considering that the goal of enterprise on profit-making through customer satisfaction (CS) and the role of personnel on CS at moment of thrust (MOT), the findings confirmed the necessity for continuous internal marketing and human relation management focusing on the lower level of JS facets.

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[English]
Importance, Support and Application for Contract Foodservice Management Company's Infra-System in the Viewpoint of Headquarters and Branch Office: Il Sun Yang, Moon Kyung Park, Kyung Soo Han, In Sook Chae, So Hyun Park, Hae Young Lee; Korean J Community Nutr 2004;9(2):233-240. Published online April 30, 2004

Abstract PDF: This study was design to grope the suggestions leading synergic effects by bridging the gap between headquarters and branch office, and so to identify the infra-system of contract foodservice management company (CFMC) necessary for operating any kind of branch office including school, hospital and business and industry (B&I). Among 8 categories consisted of infra-system in CFMC, 'C8. Evaluation & analysis for branch office's operation' was the most important category in the headquarter's viewpoint, while 'C3. Sanitation management system' was the most important category in branch office's viewpoint. In support and application, 'C3. Sanitation management system' was the highest category in both headquarters and branch offices including school, hospital and B&I. As a result of analysis on gap between main and branch office in importance, support and application in 8 categories, the efforts of communication and community of perception for infrastructure were needed, because 'C4. Education & training for human resource management (HRM) system' and 'C8. Evaluation & analysis for branch office's operation' in importance, 'C2. Menu management system', 'C4. Education & training for HRM system', 'C6. Facility & utility support system' and 'C8. Evaluation & analysis for branch office's operation' in support had a gap. Correlation analysis to grasp the relation between importance of infra-system and headquarters' support or branch office's application showed that headquarters's importance and support were correlated positively in 'C3. Sanitation management system', 'C6. Facility & utility support system', 'C7. Customer satisfaction management system' and 'C8. Evaluation & analysis for branch office's operation' and branch office's importance and application were correlated positively in 'C1. Procurement & food processing system', 'C5. Management Information system', 'C7. Customer satisfaction management system' and 'C8. Evaluation & analysis for branch office's operation'. Lastly, 'C6. Facility & utility support system' in the branch office of school and hospital and 'C2. Menu management system' in the branch office of B&I were high in importance, low in support and application, therefore intensive support for these categories was needed. In conclusion, continuous check and improvement for categories, which were identified as an urgent problems to be solved in this study, among infra-structure qualifying for CFMC,would enable contract foodservice industry that has grown quantitatively till now to grow qualitatively.

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[English]
An Analysis of Food Donators' Attitudes to the Foodbank Program in Korea: Ilsun Yang, Hye seung Kang, Seung hee Kye; Korean J Community Nutr 2002;7(4):571-577. Published online August 31, 2002

Abstract PDF: The foodbank program is one of the social welfare programs that collects donated food and grocery products from the nation's food and grocery industry and distributes them to people who are in need. The purposes of this study were to: (a) investigate the food donators' perceptions of the foodbank program, (b) analyze the attitude toward the program by businesses, (c) compare the opinions on whether to donate or not, and (d) examine the frequency and category of the donated food. This research was conducted on three donator groups, such as contract foodservice management companies, franchising restaurant companies, and food manufacturing and grocery companies. A total of 63 donators participated in this survey. The main results of the investigation on the operating conditions were as follows; (a) From the donators' perspective, 73.0% and 71.0% of the respondents recognized the definition and purpose of this program, respectively. (b) Only 33.3% of respondents recognized the tax benefits of donating. (c) Contract foodservice management companies, and food manufacturing and grocery companies recognized the program more than franchising restaurant companies, and food manufacturing and grocery companies donated more than any of the others. (d) Most of the donated foods were bakery and confectionery, rice, and milk and dairy products.

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