Korean Journal of Community Nutrition

[English]
The Effect of Personality Type and Job Performance on Emotional Exhaustion and Job Satisfaction - Staff of the Center for Children's foodservice management -: Kyung Min Lee, Min Sun Jeon; Korean J Community Nutr 2018;23(6):496-505. Published online December 31, 2018; DOI: https://doi.org/10.5720/kjcn.2018.23.6.496

Abstract PDF PubReader: OBJECTIVES
This study examined the relationship between the personality traits and job performance of Centers for Children's Foodservice Management (CCFSM) staff on emotional exhaustion and job satisfaction. In addition, the characteristics of the center organization were examined to provide practical guidelines for the operation of the center. The aim was to determine management implications with an important meaning in human resource management to enhance the efficiency of the operation of Centers for Children's Foodservice Management (CCFSM).
METHODS
Out of 207 centers, there were 1,057 employees at 173 centers who agreed to participate in the study, the questionnaire was mailed on February 17, 2017 and collected by mail on March 31, 2017. Finally, 81 centers (46.82%) participated in the survey and 493 questionnaires were used.
RESULTS
Neuroticism among the five personality factors had a positive (+) influence on â€˜cynicismâ€™ and â€˜exhaustionâ€™ among the three subordinate factors of emotional exhaustion, negative (âˆ’) effects on the â€˜jobâ€™ among the six subscales of job satisfaction. In addition, openness showed a negative (âˆ’) effect on â€˜loss of professional confidenceâ€™ of emotional exhaustion and positive (+) relationship with the â€˜jobâ€™ of job satisfaction. Agreeableness appeared to have a negative (âˆ’) effect on all factors of emotional exhaustion and a positive (+) influence on all factors of job satisfaction. As a result of analyzing the effects of job performance on emotional exhaustion and job satisfaction, the planning and operations management team showed a positive (+) influence on all factors of emotional exhaustion and negative (âˆ’) influence on all factors of job satisfaction. On the other hand, the nutrition management team showed a negative (âˆ’) influence on all emotional exhaustion factors and a positive (+) influence on the factors of job satisfaction. The hygiene management team showed a positive (+) relationship with â€˜Emotional exhaustionâ€™ among the subordinate factors of emotional exhaustion and a negative (âˆ’) influence on the â€˜Educational opportunityâ€™ of job satisfaction.
CONCLUSIONS
The personality type and job performance of Centers for Children's foodservice management (ccfsm) staff significantly affected the emotional exhaustion and job satisfaction.

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[English]
A Comparative Study of Job Stress, Satisfaction and Commitment of Cooking Employees in Hotel Kitchens with and without HACCP Systems: Kyung Cheon Min, Wan Soo Hong; Korean J Community Nutr 2018;23(1):28-37. Published online February 28, 2018; DOI: https://doi.org/10.5720/kjcn.2018.23.1.28

Abstract PDF PubReader: OBJECTIVES
This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems.
METHODS
Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis.
RESULTS
The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p < 0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p < 0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p < 0.05).
CONCLUSIONS
The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.

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[English]
Clinical Nutrition Services of a Long-term Care Hospital in Korea: Mi Hyang Um, Eun Soon Lyu, Song Mi Lee, Seung Min Lee, Eun Lee, Jin A Cha, Mi Sun Park, Ho Sun Lee, Mi Yong Rha, Yoo Kyoung Park; Korean J Community Nutr 2015;20(3):220-235. Published online June 30, 2015; DOI: https://doi.org/10.5720/kjcn.2015.20.3.220

OBJECTIVES
The purpose of this study was to investigate how clinical nutrition services is provided at a long term care hospital in Korea and to investigate job satisfaction levels of the clinical dietitians.
METHODS
Survey questionnaire was sent to dietitians working at a long term care hospital in Korea. The participating hospitals (n=240) were randomly selected from 1,180 long- term care hospitals using a stratified sampling method. A total of 134 long term care hospital s and 223 dietitians completed the survey of clinical nutrition service s and job satisfaction questionnaires The job satisfaction questionnaire included 27 job satisfaction questions on task, stability vision, working conditions, and relationship areas.
RESULTS
The average nutritional screening rate was 17.9% and the rate of computerized nutritional screening system was 9.7% in the participating hospitals. Nutritional intervention rate was only 3.2% of all patients. KOIHA (Korea Institute for Healthcare Accreditation) accreditated hospitals showed only 50% performance rate of nutrition service evaluation area. This shows that after achieving KOIHA accredition, many hospitals do not emphasize the performance of nutritional services. The job satisfaction scores in all four areas ranged from 2/5 to 3/5, implying generally low job satisfaction level in hospital dietitians. Linear regression analysis results showed that the "hospital adequacy grade" type was a significant predictor of job satisfaction level for two areas (working conditions & relationship).
CONCLUSIONS
There is a need to provide proper standardized clinical nutrition services as a primary treatment and we observed large variations in the quality of nutritional service s in long term care hospitals. Therefore, government and local hospitals have to work on implementing nutritional programs and policies for improved service and care.

Citations

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Importance and Performance of Nutrition Management for In-Patients with Dysphagia Perceived by Dietitians at Clinical Settings in Seoul and Gyeonggi Areas
Kyung-Eun Lee, Dasom Kim
Journal of the East Asian Society of Dietary Life.2019; 29(5): 421. CrossRef
Nutrition Care Management Practices for In-Patients with Dysphagia in Korean Clinical Settings
Dasom Kim, Kyung-Eun Lee
Clinical Nutrition Research.2019; 8(4): 272. CrossRef
Eating Problems and Nutritional Status of Elderly Patients in Long-term Care Hospitals according to Whether They consume Foodservice Meals or Other Meals
Yoo Ri Choi, Eun Young Yoon
Korean Journal of Human Ecology.2017; 26(2): 145. CrossRef
Importance-Performance Analysis of Clinical Nutrition Management in Convalescent Hospitals in the Gyeongnam Area
Seon-Jeon Lee, Eunju Park
Journal of the Korean Dietetic Association.2016; 22(1): 53. CrossRef

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[English]
The use Frequency and Amount of Food Sources of Sodium and Knowledge Requirement, and Job Satisfaction of Dietitians and Nutrition Teachers according to the School Types in Busan: Jee Young Yeon, Soon Kyu Lee, Baeg Won Kang; Korean J Community Nutr 2014;19(2):198-211. Published online April 30, 2014; DOI: https://doi.org/10.5720/kjcn.2014.19.2.198

Abstract PDF PubReader

OBJECTIVES
To investigate the use frequency and amount of food sources of sodium and knowledge requirement, and job satisfaction with school food services according to the school types in Busan.
METHODS
A total of 98 schools were surveyed and knowledge requirement and job satisfaction were assessed using a questionnaire. In addition, the use frequency and amount of food sources of sodium for 10 school days were examined.
RESULTS
The response rate of the most difficult area among dietitians' tasks was significantly high in 'nutrition education and counseling' for elementary schools and 'hygiene management' for high schools (p < .05). The response rate of the factors to be considered in meal planning was significantly high in 'energy and nutrients requirement' for elementary schools and 'menu/taste preference of students' for middle and high schools (p < .05). The response rate of whether school food services affect health and eating habits of students or not was significant high in 'very helpful' for elementary schools (p < .001). The average sodium contents in the meals of elementary, middle and high schools was 1981.4 mg/meal/person/day, 1867.3 mg/meal/person/day and 1,329.9 mg/meal/person/day, respectively. For foods in highest sodium, Kimchi, Oribulgogi, and Kare rice were ranked 1st, 2nd and 3rd respectively. The main reason for not providing the fruits was 'price' among all groups. The knowledge requirement such as 'nutrition and menu management', 'nutrition education', and 'nutrition counseling' was significantly higher in elementary school compared with middle and high school (p < .001, p < .01, and p < .01 respectively). The dietitians and nutrition teachers of elementary schools have a higher job satisfaction compared with those of middle schools (p < .01). The job satisfaction was positively correlated with knowledge requirement of dietitians and nutrition teachers of elementary and middle schools.
CONCLUSIONS
The results suggest that developing dietitians' education program about knowledge requirement contribute to increasing the school food service and job satisfaction in elementary and middle schools.

Citations

Citations to this article as recorded by

School Dietitian Awareness, Practice, and Sodium Reduction Plan in School Meal Service
Eun Kyung Kim, Hae Young Kim
Korean Journal of Food & Cookery Science.2016; 32(2): 222. CrossRef
Status and Need Assessment on Nutrition & Dietary Life Education among Nutrition Teachers in Elementary, Middle and High Schools
Na Gyeong Oh, Su Jin Gwon, Kyung Won Kim, Cheong Min Sohn, Hae Ryun Park, Jung Sook Seo
Korean Journal of Community Nutrition.2016; 21(2): 152. CrossRef

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[English]
Job Satisfaction, Work Performance, Work Satisfaction, Perceived Needs and Self-Evaluation of Knowledge and Skills of Nutrition Teachers in Gyeonggi Area: Jae Yeon Lim, Kyung Won Kim; Korean J Community Nutr 2014;19(1):60-70. Published online February 28, 2014; DOI: https://doi.org/10.5720/kjcn.2014.19.1.60

Abstract PDF PubReader

The purpose of the study was to examine job satisfaction, work performance, work satisfaction, perceived needs and self-evaluation of knowledge and skills of nutrition teachers. Survey questionnaire was administered to 106 nutrition teachers in schools of Gyeonggi area. Subjects were categorized into high- or low-job satisfaction group, and study variables were examined by job satisfaction group. Overall job satisfaction was high, with a mean score of 14.9 out of 20. High-job satisfaction group had more favorable perception regarding human relations and workplace atmosphere compared to the counterparts (p < 0.001). Work performance, examined by 12 items, was not significantly different between the two groups. However, satisfaction regarding specific work of nutrition teachers was significantly different by job satisfaction (p < 0.001). High-job satisfaction group responded that they had more knowledge and skills in areas such as food purchase management, food sanitation and safety management, equipment and facility management, nutrition education, nutrition counseling (p < 0.01), and general management & marketing (p < 0.05). High-job satisfaction group also indicated that nutrition teachers need to have more knowledge and skills than the counterparts, regarding food purchase management (p < 0.001), nutrition education (p < 0.01), nutrition counseling, general management and marketing, and teaching practices (p < 0.05). In addition, study results showed significant positive correlations among study variables. This study suggested that job satisfaction of nutrition teachers might be increased by having favorable human relations and workplace atmosphere, increasing satisfaction with specific work of nutrition teachers, and by increasing the knowledge and skills required for the work of nutrition teachers.

Citations

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Development of Job Description of Nutrition Teacher by the DACUM Method
Ji-Hee Kim, Jin-A Cha
Journal of the Korean Dietetic Association.2016; 22(3): 193. CrossRef
Status and Need Assessment on Nutrition & Dietary Life Education among Nutrition Teachers in Elementary, Middle and High Schools
Na Gyeong Oh, Su Jin Gwon, Kyung Won Kim, Cheong Min Sohn, Hae Ryun Park, Jung Sook Seo
Korean Journal of Community Nutrition.2016; 21(2): 152. CrossRef
Study on Current Nutrition Education and Effective Education Plan for Nutrition Teachers in Kyeonggi Region
Seong Yeong Kim
Journal of the East Asian Society of Dietary Life.2016; 26(2): 181. CrossRef

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[English]
The Job Satisfaction and the Turnover Intention of Dietitians Working at Foodservice of the Correctional Institutions in Korea: In Jae Cho, Hye Sang Lee; Korean J Community Nutr 2012;17(3):321-328. Published online June 30, 2012; DOI: https://doi.org/10.5720/kjcn.2012.17.3.321

Abstract PDF PubReader

The purpose of this study is to investigate how certain factors influence job satisfaction and turnover intention of the dietitians working at the correctional institutions. A total 47 sheets of questionnaires (complete enumeration) were distributed respectively to the dietitians during the period from March 20th to May 18th of 2008. A total of 38 questionnaires (response rate 81%) were analyzed by using SPSS (ver. 19.0). The dietitians were more satisfied with coworkers (3.63 +/- 0.10) and supervision (3.19 +/- 0.13) than with pay (2.97 +/- 0.09) and promotion (2.55 +/- 0.08). Among the job burnout dimensions, cynicism (2.58 +/- 0.09) was rated higher than exhaustion (2.47 +/- 0.10), while professional efficacy level (3.40 +/- 0.08) was relatively high. The work dimension of job satisfaction was negatively correlated with exhaustion and cynicism dimensions of job burnout (p < 0.001), and turnover intention (p < 0.01), but positively correlated with professional efficacy dimension (p < 0.001). The co-worker dimension was negatively correlated with exhaustion and cynicism (p < 0.05) and turnover intention (p < 0.01), while the supervision, the pay, and the promotion dimension were not correlated with the job burnout and turnover intention. The turnover intention was positively correlated with exhaustion and cynicism dimensions of job burnout (p < 0.001). A stepwise regression analysis revealed that i) professional efficacy was a factor to significantly increase the work dimension of job satisfaction, ii) exhaustion and cynicism to significantly decrease the work and the co-worker dimension of job satisfaction, respectively, and iii) exhaustion to significantly increase turnover intention. The managerial efforts of the institutions could be focused on the job burnout factors to effectively increase the work dimension and the co-worker dimension of the job satisfaction.

Citations

Citations to this article as recorded by

Study on Relations among Emotional Labor, Burnout, Engagement and Customer Orientation of High School Foodservice Employees in Busan Area
Kyung-A Lee, Eun-Soon Lyu
Korean journal of food and cookery science.2015; 31(3): 370. CrossRef
Contribution of Emotional Labor to Burnout and Work Engagement of School Foodservice Employees in Daegu and Gyeongbuk Province
Chang-Goo Heo, Kyung-A Lee
Journal of the Korean Society of Food Science and Nutrition.2015; 44(4): 610. CrossRef

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[English]
Factors Influencing Job Satisfaction of Dietitians(Nutrition Teachers) of School Foodservice in Daejeon/Chungnam Province: Wang Mi Shin, Jang Il Han, Seong Ai Kim; Korean J Community Nutr 2009;14(6):798-806. Published online December 31, 2009

Abstract PDF: The objective of this study was to investigate how to improve job satisfaction for dietitians and nutrition teachers by identifying influencing factors in Daejeon and Chungnam Province, South Korea. A survey was conducted among school foodservice dietitians and nutrition teachers from selected primary, middle and high school in the area. This survey consisted of general characteristics, status of their job, job satisfaction, work satisfaction and work performance. In this study we found current state of general characteristics and status of their job according to frequency analysis and the level of work satisfaction, work performance and job satisfaction using descriptive statistics. The t-test, ANOVA and Duncan-test were also conducted in order to searching for tendency of job satisfaction according to the general characteristics and the status of their job. Pearson's correlation was carried out in order to find correlation with job satisfaction. Also, factors, which influenced job satisfaction according to regression analysis, were drawn. We describe the difference of job satisfaction between irregular dietitians and nutrition teachers as well. Besides we discussed the improvement of dietitians' (nutrition teachers') work environment to raise their job satisfaction through this study.

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[English]
A Study on Brand Personality and Employee's Self: Image Congruity and Job Satisfaction: Especially for Family Restaurant: Ki Young Kim, Mi Ae Ko; Korean J Community Nutr 2009;14(6):807-816. Published online December 31, 2009

Abstract PDF: This day's research analyzed the difference between brand personality, self - image congruity, job satisfaction and their influences towards employees of family restaurants in order to suggest a plan which would induce researcher's interest as well as influencing diversification of management strategies toward dining-out business. The purpose of this research is to analyse the difference between brand personality, self - image congruity, job satisfaction and their influences towards employees of family restaurants. The survey questionnaires were distributed to 300 employees of family restaurants in Seoul from August 1th until August 30th 2009, and 257 of them were used for analysis. The top seven company's were chosen by base on data from 2009 Annual Dinner of the Korea. Statistics handling of this research used SPSS WIN 17.0 statistics package program, which performed frequency analysis, factor analysis, regrssion anlysis. The research result shows, first of all, the relationship between company's brand personality and personal self - image congruity, it shows that the company's brand personality has higher on 'ability/capability, loyalty/ fidelity, and strong' the personal self - image congruity appeared higher. The relationship between company's brand personality and social self-image congruity, it shows that the company's brand personality has higher on 'ability/ capability and loyalty/fidelity' the social self-image congruity appeared higher. Second of all, in a relation between the self-image congruity and job satisfaction, the personal self-image congruity has shown positive impact on job satisfaction. Third of all, in a relationship between the company's brand personality and job satisfaction, if 'interest or loyalty/fidelity' shows higher on brand personality, than job satisfaction has shown higher.

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[English]
Factors Influencing on the Job Satisfaction and the Turnover Intention of Dietitians Working in the Institutions for the Disabled in Korea : Focused on the General Characteristics and the Job Burnout: Hye Sang Lee; Korean J Community Nutr 2009;14(2):182-189. Published online April 30, 2009

Abstract PDF: The purpose of this study is to investigate how certain factors - especially dietitians' general characteristics and job burnout - influence their job satisfaction and turnover intention. The survey was conducted during the period from September 7th to October 15th of 2006. A total of 91 institutions (response rate 74.6%) was analyzed by using SPSS (windows ver. 14.0). A majority of the respondents were females (97.8%) and 30 years or older (66.0%). Among the job burnout dimensions, exhaustion (2.78 +/- 0.07) was rated higher than cynicism (2.62 +/- 0.06), while the professional efficacy level (3.55 +/- 0.05) was relatively high. The dietitians were more satisfied with co-workers (3.73 +/- 0.07) and work (3.41 +/- 0.06) than with pay (2.66 +/- 0.07) and promotion (2.32 +/- 0.07). The work dimension of job satisfaction was negatively correlated with exhaustion and cynicism dimensions of job burnout, and turnover intention (P < 0.001), but positively correlated with professional efficacy dimension (P < 0.001). The supervision dimension was negatively correlated with cynicism (P < 0.05) and turnover intention (P < 0.001), but positively correlated with professional efficacy dimension (P < 0.01). The co-workers dimension was positively correlated with professional efficacy dimension (P < 0.01). The pay dimension was negatively correlated with exhaustion (P < 0.001) and cynicism (P < 0.01) dimensions and turnover intention (P < 0.001). The promotion dimension was negatively correlated with cynicism (P < 0.01). The turnover intention was positively correlated with exhaustion and cynicism dimensions of job burnout (P < 0.001). A hierarchical regression analysis revealed that i) professional efficacy was a factor to significantly increase job satisfaction, ii) cynicism to significantly decrease their job satisfaction, and iii) exhaustion to significantly increase turnover intention.

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[English]
Identifying the Effect of Personal, Foodservice and Organizational Characteristics on Foodservice Managers' Job Satisfaction by the Contract Management Company Scale: Jeong Hye Han, Na Young Yi, Wan Soo Hong; Korean J Community Nutr 2009;14(2):216-228. Published online April 30, 2009

Abstract PDF: The purpose of the study was to investigate the influences of contract foodservice managers' personal characteristics, foodservice characteristics and organizational characteristics on job satisfaction, including interpersonal relationships, self-actualization and promotion opportunity categories. A survey was administered to four hundred contract foodservice managers of five large companies and five small/medium companies in the Seoul and Kyungin areas. The final response rate was 66% (N = 265), and the data were analyzed using SPSS Windows (ver. 12.0). The respondents were 76.1% female, average age 28.8 years, and 73.0% were regular workers. Contract foodservices have profit and loss contracts (69.1%), single menu types (59.6%) and buffet serving styles (37.7%). There are significant differences of job satisfaction by some personal characteristic variables (gender, martial status, age, education, position, work hours, period of working for the present company, and payroll per year) and foodservice characteristic variables (type of contract and charge of food costs). In three job satisfaction categories, foodservice managers reported the highest interpersonal relationship satisfaction, following self-actualization satisfaction and promotion opportunity satisfaction in both large companies and small/medium companies. However, foodservice managers of large companies tended to be more satisfied regarding their promotion opportunities than foodservice managers of small/medium companies (P < 0.05). Work hours, number of meals served/day, male, workload, communication with the clients, relationship with co-workers, obvious role and autonomy were significant factors to increase the job satisfaction in contract foodservices of large companies. On the other hand, relationships with co-workers and males were significant factors to increase the job satisfaction in contract foodservices of small/medium companies. This research suggests that contract foodservice companies need to understand the characteristics of their managers, foodservices and organizations to enhance the job satisfaction of foodservice managers and to develop specified human resource management strategies that can be applied to each company scale.

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[English]
A Study on Factors of Job Satisfaction and Burnout of Hospital Dietitians: Hye Jin Yun, Joo Eun Lee, Wan Soo Hong; Korean J Community Nutr 2009;14(1):100-113. Published online February 28, 2009

Abstract PDF: This research aims to examine the experiences of hospital dietitians' burnout and the factors of their burnout, such as demographic factors, unique characteristics of hospitals, their self-respect, and organizational factors. In order for this, a questionnaire survey was conducted with hospital dietitians working in general hospitals of over 400 beds in the Seoul Metropolitan area. The average point of self-respect of dietitians is 3.67 out of 5.00. Their experience of burnout turned out to be 3.17 out of 7, the extent of job satisfaction is high, that is 3.35 out of 5.00. The decrease of personal accomplishment is shown to be closely related to the burnout of dietitians. The emotional exhaustion in burnout at the significant level 0.001 is increasing as the annual gross salary is low, their age is young, extra-working hours are long, and is high to the dietitians serving meals and working at entrusted companies. The factors affected by burnout experience vary with individual circumstances. So, to prevent the emotional exhaustion, depersonalization, and reduced personal accomplishment, hospital dietitians' spiritual and physical health needs to be kept up by their self-development and investment.

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[English]
The Factors (Job Burnout, Job Engagement, the Workplace Safety) Influencing Employees' Job Satisfaction in School Food Service Operations: Nam Chung Song, Hye Sang Lee, Kyung Eun Lee; Korean J Community Nutr 2007;12(5):606-616. Published online October 31, 2007

Abstract PDF: The study was conducted to investigate the influences of food service employees' job burnout, job engagement, and workplace safety perception on their job satisfaction. A survey was administered on 589 school food service employees in Gyeongbuk from December 5, 2005 to February 18, 2006. The final response rate was 71% (N = 416); the data were analyzed using SPSS Windows (ver. 12.0). A majority of the respondents were females (99.0%) and 40 years old or older (75.3%); 84% were temporary contract-based or irregular workers. Among the job burnout dimensions, exhaustion (2.98 +/-0.59) was rated higher than cynicism (2.33 +/-0.54), while professional efficacy level (3.61 +/-0.47) was relatively high. In terms of job engagement, the means of absorption (3.67 +/-0.49) and dedication (3.65 +/-0.52) were higher than that of vigor (3.22 +/-0.46). A systematic environmental level (3.15 +/-0.58) was lower than safety knowledge level (3.63 +/-0.49) among the workplace safety statistics, whereas the anxiety level (3.25 +/-0.74) was relatively high. The food service staff were more satisfied with 'supervisors' and 'co-workers' than with 'pay' and 'promotion'. A hierarchial regression analysis revealed that dedication, absorption, systematic environment, and safety knowledge were significant factors to increase job satisfaction and exhaustion which significantly decreased their job satisfaction.

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[English]
TQM Performance and Job Satisfaction of Dietitians in Institutional Foodservices: Ki won Cho, Ji young Yoon; Korean J Community Nutr 2006;11(6):750-760. Published online December 31, 2006

Abstract PDF: This study was designed to investigate the correlation between perceived TQM performance and job satisfaction of dietitians. The objective of the study is to help the management of foodservice by providing a direction which will elevate perceived TQM performance of dietitians and presenting plans which will ensure effective foodservice management. The survey sample was dietitians (n=308) who were charged with foodservice management. The questionnaires requested information about demographics self-perception of TQM importance and performance levels, and job satisfaction. According to the TQM importance and performance analysis, the level of performance was typically high in TQM items recognized as important by dietitians and low in areas where the recognized level of importance was low. Analysis was conducted on the job satisfaction according to demographic characteristics. The level of satisfaction in terms of salary and promotion increased relatively for those working in the industries and those who were older, married, and full-time employees with longer careers. The lesser the number of working hours, the higher their satisfaction levels were. Canonical correlation analysis between TQM performance and job satisfaction indicated higher canonical correlation (canonical correlations coefficient: 0.59). In conclusion, TQM performance-job satisfaction showed higher canonical correlation. When information exchange via network is made possible and more external customer recognition is gained, it increases the level of job satisfaction. The above results suggest that further research on the scope of TQM performance is thoroughly needed and continual training is necessary for foodservice managers.

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[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]
Comparison Analysis of School Foodservice Dietitians' Job Satisfaction, Work Value, and Turnover Intention Based on the Expectation to be a Nutrition Teacher: Myeong Hwa Cha, Sun Hee Seo; Korean J Community Nutr 2006;11(3):361-373. Published online June 30, 2006

Abstract PDF: The purpose of this study was to identify the difference of school food service dietitians' work value, job satisfaction, and turnover intention based on their expectation to be a nutrition teacher. Also, this study explored the differences in expectation to be a nutrition teacher, work value, job satisfaction, turnover intention depending on demographics and school foodservice operational characteristics. This study surveyed dietitians who worked at school foodservice in Kyunggii and Daegu, Gyeoungbuk Province. A total of 509 responses were collected using on-site survey and online survey (59.3%). Dietitians expressed favorable work value (3.88+/-0.34) and mid level of a job satisfaction (2.99+/-0.64). The percentage of dietitians who had an intention to leave after the promulgation of a nutrition teacher system (13.2%) was lower than that of dietitians who had an intention to leave prior to it (23.2%). Most dietitians expected a salary rise (84.7%), more chance to teach nutrition education (76.0%), and the improvement of power not only as a teacher but as a dietitian (72.7%). Dietitians who had higher expectation levels to be a nutrition teacher (>3 on the 5 point Likert scale) showed a higher tendency of significant turnover intention (F=4.40, p<0.01) and more confident work value (F=15.292, p<0.001) when comparing those who had lower expectations. There were significant differences in work value, job satisfaction, turnover intention, and expectation to be a nutrition teacher depending on career length and employment status of dietitians. This study revealed that school food service dietitians have favorable expectations to be nutrition teachers with high work value.

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[English]
Relationship between Levels of Dietitians' Management Activities and Job Satisfaction in Elementary School Foodservice Operations: Yun Jeong Choo, Jung Hee Lee, Jihyun Yoon, Si Hyun Ryu; Korean J Community Nutr 2005;10(4):546-554. Published online August 31, 2005

Abstract PDF: The purpose of this study was to identify the relationship between the levels of foodservice management activities and job satisfaction of the dietitians in elementary schools. Out of 130 questionnaires distributed to elementary school dietitians in In-cheon, 127 were returned and analyzed (98% response rate). The questionnaire included two multipleitem scales for measuring foodservice management activities and job satisfaction, respectively. All the items in the scales were coded 1 to 5 for 'certainly no', 'no', 'neutral', 'yes', and 'certainly yes' and grouped by using factor analyses. Most of the responding dietitians were working for schools in urban areas and have independently managed on-site kitchens. The 19 items on food service management activities were grouped into 6 factors and the mean scores of the levels of Personnel Hygiene Management, Education & Training, Sanitation & Safety Management, Menu Quality Management, Service Management, and Environment Management were 4.76, 4.26, 4.24, 4.05, 3.61 and 3.39, respectively. The 23 items on job satisfaction were grouped into 4 factors and the mean scores of the satisfaction levels of Systematic Environment, Job Duty, Job Condition, and Physical Environment were 3.38, 2.83, 2.53, and 2.08, respectively. Overall, the levels of food service management activities and job satisfaction were positively associated with a correlation coefficient of 0.254 (p < 0.01). In particular, satisfaction levels on job duty itself and systematic environment were positively associated with the levels of overall management activities. The results suggest that improving dietitians' job satisfaction could increase the levels of management activities of school foodservice dietitians, resulting in quality improvement of school food service.

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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]
Job Satisfaction and Business Attitude of Restaurant Owners: Focused Mainly in the Gyeone-nam Area: Ji Young Yoon, Hye Kyung Moon; Korean J Community Nutr 2003;8(4):610-620. Published online August 31, 2003

Abstract PDF: 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 -> possibilities -> 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.

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[English]
Effects of Job Characteristics, Job Performance and Organizational Commitment on Job Satisfaction of Hospital Dietitians in the Taegu Kyungpook Area: Min Ji Lee, Yeon Kyung Lee; Korean J Community Nutr 2000;5(4):672-682. Published online December 31, 2000

Abstract PDF: The purpose of this study was to identify the effect of job characteristics, job performance and organizational commitment on job satisfaction of hospital dietitians. The first survey was carried out on 74 hospital dietitians to determine their demographic characteristics, job characteristics, organizational commitment, and job satisfaction. The second survey was carried out on 47 hospital foodservice dietitians to determine their job performance. Thirty-two percent of the subjects were aged between 26 and 30, and 62.2% had Bachelor's degrees. The dietitians felt most satisfied by their co-workers, followed by the work-itself, supervision, pay, and promotion possibilities. Dietitians who had a higher education were satisfied with pay and supervision. The longer the length of employment, the more the satisfaction with the work-itself and pay, plus the higher the monthly wage the more the satisfaction with the work-itself, pay, supervision, and co-workers. lob satisfaction was high in the group that scored high on autonomy, feedback, task identity, and friendship of in the job characteristic inventory. The job performances of nutrition counseling(r= 0.469, p<0.01), nutrition education(r= 0.446, p<0.01) and management of therapeutic diet(r= 0.394, p<0.01) were positively correlated with job satisfaction. The R2 for the multiple regression model was 0.677, indicating that 67.7% of the variance in job satisfaction could be accounted for by feedback, organizational commitment, nutrition counseling performance, and nutrition education performance. In conclusion, the level of job satisfaction for hospital dietitians would appear to improve with increased feedback, organizational commitment, and opportunity for nutrition counseling and nutrition education.

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[English]
The Effect of Job Characteristics and Work Values on Organizational Commitment and Job Satisfaction of the School Foodservice Dietitians: Eun Kyung Sin, Min Ji Lee, Yeon Kyung Lee; Korean J Community Nutr 1999;4(3):441-453. Published online September 30, 1999

Abstract PDF: This study aims to investigate the effects of job characteristics and work on both organizational commitment and job satisfaction of the school foodservice dietitian for the purpose of providing information for quality improvement in productivity of school foodservice. The subjects were 401 school foodservice dietitians in Taegu and the Kyungpook area. The survey questionnaires consisted of five parts including demographic characteristics, job characteristics(JCI), work values, organizational commitment(OCQ) and job satisfaction(JDI). More than half of the subjects(65.3%) were between the age of 26 to 30 years. Seventy-one percent of the participants had bachelor's degrees and monthly wages of 83.2% ranged from 700,000 to 1,200,000 won. The education of thedietitians was found to have a significant relatinship with job satisfaction in all fields. Job characteristics such as feedback, job characcteristics such as job autonomy, feedback and friendship were positively correlated with job satisfaction. The group of dietitians with high work value scores for work as a central life interest had significantly high scores in organizational commitment(p<0.01) and overall job satisfaction(p<0.05). Job satisfaction such as work-itself, pay, supervision, promotion and co-workers were positively correlated with organizational commitment. According to the Lisrel program, organizational commitment was affected by educational level(-0.23). Job satisfaction was also affected by educational level(-0.18), autonomy(0.24), friendship(0.12), feedback(0.08), individualism(-0.07) and organizational commitment(0.44) directly. In conclusion, school foodservice dietitians may increase the level of their commitment to organization and job satisfaction by increasing autonomy, feedback adn friendship of job characteristics and work values.

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[English]
The Job Satisfaction and Self-assessment of Public Health Nutritionists: Haeryun Park, Ji Young Kwon; Korean J Community Nutr 1999;4(1):83-94. Published online March 31, 1999

Abstract PDF: This study was carried out to investigate the general characteristics of public health nutritionists, the current status of nutrition services operation, the recognition about nutrition services of public health center related man power, the job satisfaction and self-assessment and the need for a retraining course of public health nutritionists. The subjects were 58 public health nutritionists who responded to the questionnaire distributed at the annual retraining program in 1998. The results of this study are summarized as follows. 1) 46.5% of the nutritonists were 26-30 years old, 62.1% were 4 year university graduates 74.1% were food and nutriton majors and 51.7% were daily workers. 2) Among the public health center-related manpower, the recognition about nutrition services was the highest for the manager of family health section, followed by the head of public health centers, and then the general nurse in public health centers. 3) The ranking of the reasons for job satisfaction of the public health nutritionists was, relationship with colleagues(3.84), inhabitants response after nutrition counselling(3.53), specialized value realization/conviction about duty(3.35), contents of the work(3.10), value achievement(3.08), self achievement/development(3.00), self discretion(2.92), participation in policy decisions(2.90), work load(2.75), chance of retraining and acquistion of new information(2.73), working environment(2.69), supervision/support by superiors(2.67), salary(2.38), supply of necessary education material, technique(2.37), and budget security(2.22). 4) The satisfaction of the inhibitant's responses after nutrition counseling was the highest among the 4 year university graduates(p<0.05), the satisfaction of the specialized value realization/conviction about duty was the highest among the nutritionists 26-30 years old(p<0.05). Food and nutrition majors(p<0.05) and those having worked less than 3-5years at public health centers also showed much satisfaction(p<0.05). Satisfaction with the salary was the lowest among the food and nutrition majors(p<0.01) and daily workers(p<0.001). The satisfaction with the participation in policy decisions was the lowest among the daily workers(p<0.01). 5) The ranking for the level of self-assessment were, nutrition and dietetic practice(2.92), communication(2.80), management(2.77), public health science and practice(2.66)(p<0.01). The general characteristics such as the level of education, major, employment condition, current public health center's tenure, and charge experience of the nutrition guidance work were not significantly related to self-assessment except the management part(p<0.05). The higher the satisfaction of specialized value realization/conviction about the duty, the better the total score on the self-assessment(p<0.05).

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[English]
Relationships Between Characteristics of Foodservice and Job Satisfaction of the Korean Dietitian: Hyun Kyung Moon, Hyo Jee Jooung, Joung Soon Cho; Korean J Community Nutr 1997;2(2):232-245. Published online May 31, 1997

Abstract PDF: This study was carried out to investigate relationships between characteristics of foodservice and job satisfaction of Korean dietitians. The subjects were 2987 dietitians who responded to the questionnaire distributed at the annual education program of the Korean Dietetic As-sociation in 1995. The results were followings; 1)The level of jov satisfaction of Korean dietitians was low for payment work environment and value achievement as a dietitian while it was relatively high for the relationship with col-leagues. The other parts of job satissatisfaction such as work load work contents supervision by the superiors participation of policy decision and selp disccertion were just below average. 2)The type of operating style menu style and serving time in foodservise were not sig-nificantly related to all fields of job satisfaction but the kinds of meals served a day and the to-tal number of persons served a day were significantly correlated. 3) The dietitians who had to provide meal plans such as breakfast+dinner and + snack or all day serving had significantly lower job satisfaction in all fields. 4)Job satisfaction was significantly higher when the total number of persons served a day was between 500-700.

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